The importance of being coachable for your career

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Over the years, I’ve noticed one trait that helps employees become successful within a company: being coachable. That is, having the desire to learn new things from other people.

This is especially true for employees who are coming right out of school or joining a new industry. They have a skills gaps between what they used to do and what they must do in their new jobs.

Why is being coachable important?

Your manager can teach you the hard skills you need to do your job: How to use Excel, how to write reports, how people communicate across the company’s departments, etc. But your manager cannot teach you anything if you aren’t willing to learn and be coached.

An employee who actively learns from those around her can always improve her skills and learn to add more value to the company. An employee who is set in her ways won’t improve at all and will stagnate quickly.

Which employee do you think will get more promotions and achieve more in her career?

How to advance your career at any age

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We previously discussed who the best resources are to help with your career development: Your boss, your boss’s boss, your company’s HR department, and mentors in your industry. Take a look at that article to learn why they are helpful for your career and how to form a mentorship with them: The best resources for developing your career. In this follow up article, we will talk about how to get their help in your career development.

Advancing your career at age 25 is very different than at age 45, but it’s possible to reach the next level of your career using advice from the same people. At every step in your career, you should get feedback from your boss, boss’s boss, and other mentors.

They will give you different advice at each step along the way, but if you use their advice you will get promoted faster.

Let’s break down how to advance your career by learning how to get good advice from them and how to use that advice to get the best results for your career goals.

Since part of the job for your boss and boss’s boss are to mentor you, you can meet with them every six months to get their advice. After all, the better job you do, the better they look for their bosses. And they can schedule time into their work day to mentor you.

These meetings will be more formal meeting than weekly one-on-ones but less formal than your annual review. They focus less on what you are working on at the moment and more on long term development.

One of the best ways to schedule this meeting is to send a short email requesting their advice.

To: [Your boss]

Subject: Can I get your advice about my career development?

Hi [boss],

As you know, I’m working on Project ABC for our Acme Corp client. That fits well within the analytics work I usually do. [Say something you are working on. Your boss already knows this, but it helps lead into your ask in the next paragraph.]

But I was hoping to talk to you about my long term career development, particularly around other skills I should develop. I have a good grasp of analytics, but I wonder if there are other skills I need to succeed in the company and industry throughout my career. [It can be scary for your boss to talk about your career development. She may wonder if you are gunning for her job or might leave the company. Take a little pressure off by being clear about what you specifically want to learn: In this case, more skills.]

I have a few ideas, but your ideas would be helpful too. I would love to know about what skills I should learn, and also what events I can attend to learn more about the industry. I’d also love to hear about your career path up to this point. [Tell your boss that you have ideas so your boss knows you are being proactive in your own career development. Also give your boss some direction about what you’d like to learn: skills, industry events, and lesson from your boss’s career path.]

Can we set aside some time next week so I can get your feedback? [End with a yes or no question so it’s easy for your boss to reply with a yes response. By asking for next week, you give your boss enough time to clear her schedule.]


[Your name]

You can send this email to your boss or your boss’s boss (CC your boss if she needs to be involved in the conversation two levels up). It’s a convenient way to setup a meeting about your long term goals.

You can also send this type of email to meet with your HR mentor or industry mentor.

Ideally, you’ll meet with an HR mentor or industry mentor about once a year early in your career. Ask about general career development resources. As you get more senior in the company, you may want to meet more often since you will need to deal with more complex issues (such hiring, firing, approving performance reviews, industry trends, and other not-fun-stuff). But still try to meet to talk about your career development from time to time.

When you actually meetup with your boss or mentors, you should try to get the most out of the meeting as you can. One great way to do this is with the ARMOUR technique to feedback.

ARMOUR technique to feedback:

  1. A – Ask for advice
  2. R – Receive the feedback
  3. M – Make a plan
  4. O – Operate on the advice
  5. U – Update your adviser
  6. R – Repeat

Asking for advice is pretty simple. Schedule a meeting with your boss or mentor (using the email above), meet with her, and then have a conversation about your goals. Just remember to have a focused question that you want answered. Otherwise, the conversation will go off topic and you’ll come out of the meeting with nothing relevant to you.

Receiving the feedback is also pretty simple. Genuinely listen to your mentor’s advice and note it down. In the moment of the meeting, don’t think that some of the advice doesn’t apply to your situation. Just write it down so you can reflect on it later.

This step is where most people stop with their career development: They ask for help and listen. But if you want to make faster progress in your career, there are more steps to developing your career.

You will also need to take action. The first step for that is to make a plan. Prepare for how you will use the feedback your mentor gave you. Perhaps, your boss told you about an industry conference that happens every April. You should make a plan to attend next year and do what you can to get prepared now, such as buying a ticket. Or maybe your HR mentor told you about a manager in a different department that could help you learn about a new skill: Put a note on your to do list to get an introduction to that person from your HR mentor.

Then you will need to operate on your plan. Go to the industry conference, meet with the people your mentor thinks can help you, read any books your mentor suggested, and take any classes you hear about. This takes a lot of work and most people give up, but persistence is one of the most important skills for getting promoted throughout your career.

Once you’ve followed through on your mentor’s advice, you should update your adviser on your progress. Tell your mentor that you followed through on her advice and what the results are. Think about how refreshing that is for your mentor. Most people will ask for advice and then never do anything with that advice. You won’t make that mistake. Not only will you taking your mentor’s advice, you will also let her know about the results you got with it. You can send a simple email like this:

To: [Your boss]

Subject: Re: Can I get your advice about my career development?

Hi [boss],

Last December, you gave me some career advice to go to XYZ Conference in our industry. [Remind her about the advice she gave.]

I wanted to let you know that I went to the conference two weeks ago and it was very helpful! I learned about ABC, DEF, and GHI topics which I’m now applying at work. I’m already seeing better results on the Acme project! [Let her know how you used her feedback and why it’s helpful.]

Thanks so much for your advice last December! No need to reply. [Let her know she doesn’t have to reply because you just want to thank her.]


[Your name]

Now that you’ve updating your adviser about how you used her feedback, she will be more inclined to help you again later. No one wants to help someone who asks for advice but doesn’t follow through.

But everyone wants to help people who use the feedback! So the next time you need help, you can repeat the process.

Getting feedback about improving your career once is great, but this technique becomes so much more powerful over time. The advice you receive from a mentor at age 25 will be very different from the advice you get at age 45, but you can talk to them at any age about how to reach the next level of your career.

As you gain mentors over time, you can keep going back to them for advice year after year, improving your skills, and reaching the next rung of the corporate ladder over time.

Doing the whole job

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Many people can do their jobs well. They complete the task their boss asks them to do on time and to specification. They are polite, follow instructions, and do what is asked of them every time. They check all the boxes on the task list their boss gives them and call it a day.

But they aren’t doing the whole job.

A high caliber employee does all of those things and more: She completes all aspects of the job with the company’s goals and clients’ goals in mind.

She anticipates the client’s next request and has an answer ready ahead of time.

She knows Project XYZ is the CEO’s top priority so she makes it her top priority at work.

She knows her project might not get her boss the results he wants, but she has a backup plan prepared that could also help the company reach its goal.

She does the whole job by completing her work with the intent of helping her company reach its goals.

Doing the whole job is a lot more difficult than just showing up and completing your task list. But that is why it is so much more valuable to your company.

One of the best ways to become a top level employee at work is to do the whole job.

The best resources for developing your career

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Career development is a tricky topic. What you do to get promoted in our 20s is unlikely to work when you are in your 30s (or even 60s).

Careers last a long time, often more than 40 years. The days when you joined a company out of school and slowly worked your way up the corporate ladder are gone. Now there are so many options to improve your career, like going back to school, switching companies, moving departments, and side hustles. It’s easy to get lost in all the options and know which one is best for you.

But there are time tested resources that can help you reach the next step of your career no matter what life stage you’re in. These resources are the people around you: Your boss, your boss’s boss, your company’s HR department, and mentors in your industry.

Let’s breakdown why you want their help to advance your career.

Talk to your boss

The reason talking to your boss is so helpful is because he is your closest evaluator. He sees your work most often which allows him to identify which skills you need to improve and where you excel.

In addition, his job is the one where you will most likely get promoted. He knows the skills to do that job better than anyone else in the company and he can help you learn how to develop those skills.

As you improve the skills he suggests, you will be considered for other positions at your boss’s level or his job should he leave.

Talk to your boss’s boss

Your boss’s boss is a great resource for several reasons. First off, she’s the person who will select your boss’s replacement should he leave the company and she will know what skills she looks for when hiring for that position. If you know what skills she values and you demonstrate those skills, you put yourself in position to be the frontrunner when your boss’s job is vacant.

In addition, your boss’s boss has more access to company executives and knows what the company’s long-term strategy is. If the company is doing something like shifting to a digital customer experience, she may tell you to improve your digital marketing skills. By being one of the first employees to learn those skills, you set yourself up for possibly leading a new department in that strategic area.

Take a look at my previous article to learn how to work closer with your boss’s boss: The person you need to know to get promoted.

Talk to a human resources mentor

Using your company’s Human Resources department to develop your career might surprise you, but they are a great resource. HR isn’t just for tedious paperwork. They are also there to help develop your career.

HR knows about the best industry events and can get the company to cover the cost of you attending. As you go to these events, you’ll learn what skills are important in the industry and get a better sense of how your job helps your own company. You may even meet someone at another company who wants to hire you someday.

Attending your company’s HR events, such as corporate trainings or company wide events, is another great way to learn general business skills and about your company’s goals. But more importantly, it will help you meet the people who work in HR.

If you develop a mentorship with someone from HR, that person can help you work through challenges. As a manager, you might need to talk to HR from time to time to ask advice before delicate conversations with your direct reports or mediating overly dramatic situations. As a non-manager, an HR team member who knows about you and your skill set can keep you in mind for internal job openings so would be the first to know about them.

No matter what level you are in your career, knowing people in HR can help you advance your career quickly.

Talk to industry mentors

Getting advice from a mentor outside your company can be great for long term career advice. Someone from outside your company, whether it is a former boss, an old professor, or friend, can give you some added perspective on your situation.

If the person is in your industry, it can be particular helpful. That person will know about job openings at other company, industry trends, and may have been on your same career path but a level or two above you. You can get specific industry advice about how to climb up the ladder based on what that person did.

Read my previous article about finding mentors if you need help reaching out to people in your industry to form a mentorship: Networking: More Than LinkedIn.

As a general rule of thumb, you want to meet with these people enough that they remember you but not so much that you are a burden to their schedule: About once or twice a year.

How to schedule that meeting and get the most out of it for your career? That will be the topic of our article two weeks from now. Scroll up to the top of the page and sign up for the mailing list to get the article!

Business and trust

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Building trust is one of the most important parts of working with other people.

When you want to get hired, the hiring manager needs to trust your ability to do the job well. After all, she is sticking her neck out with her boss and saying that she thinks you are the best candidate for the job. You build that trust that by presenting the knowledge, skills, and previous work experiences to do the job in your resume and during your job interviews.

When you start working with a new boss, he will stop micromanaging you when he trusts that you’ll do good work without him watching everything you do.

If you want more responsibility, your boss will need to trust that you can handle more important projects without taking up too much of his time or hurting the company.

When a Board of Directors approves the annual budget, they aren’t voting on the numbers in the budget. They are voting on their confidence in the CEO to handle the company’s finances correctly.

Business is all about building trust and maintaining that trust. If you want to advance your career, you will need to act in a way so the people around you trust you.

How to prepare for your annual performance review

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The time leading up to your annual performance review is filled with mixed emotions. You hope you did a good job so you can get a large bonus, a raise, and maybe even a promotion. You want to know that you did your job well.

But there is also a voice inside your head that wonders if you actually did a good job. Maybe you didn’t perform up to your boss’s standards?

No matter what you’re thinking, your performance review is an important moment in your year. It will set your compensation for the year, what types of projects you work on for the year, and your chances of getting a raise and promotion at your next performance review.

Fortunately, there is a way to handle your performance review so you can climb up the ladder.

Performance reviews, from your boss’s perspective, are focused on how you did last year.

From your perspective, your performance review should be focused on what you will do next year to make sure you add more value to the company than in past years. Why is that important?

Because if you add more value to the company in the next 12 months than you did last year, then it stands to reason that you deserve a raise since you generate more profit. And as you take on more responsibility, you will eventually get a higher job title to match your new responsibilities.

There are a few things you can do to set yourself up for a performance review focused on the future.

Remember what projects you worked on

The first part of preparing for your performance review is largely introspective. You will reflect on the projects you worked on, what went well, what mistakes you made, and what improvements you made compared to past years.

Think back to all of the projects you worked on last year. If you need help, go through your email inbox and see what messages you sent and received.

Which projects met expectations, which projects did you do an outstanding job on, and which projects could have used improvement? Write each project down and a note about what the final result was for each. Then write down what you specifically worked on in each project. That should give you a sense of how much of the project’s success or failure was because of your work.

This is largely the area of your performance review that your boss will focus on. Making this list will help you understand what he’s going to say and prepare for it.

See what improvements you made through the year

Next, write down any improvements you made throughout the year. Did you get better at your job over the year and how did you get better? Did you take on any new responsibilities that weren’t anticipated in your last performance review? If so, what is the financial impact on your department and company? If you are making a larger financial impact, you might expect to get a raise or bonus for your work. Hopefully your boss noticed your new responsibilities and had the budget to compensate you. If he doesn’t, you can explain your improvement and ask for your boss to keep it in mind the next time there is a new budget.

Every workplace is different. If your company is one where your boss asks you to write down what you worked on last year and send it to him a week before your review, it’s a good idea to highlight the new responsibilities in a different section than your usual projects. This will remind your boss that you are doing more work now than you were last year. If there’s more money in the compensation budget, he’ll know that you deserve a piece of it.

Collect feedback you received throughout the year

Another way to see if you made improvements through the year is to check on the feedback your colleagues gave you. You can look at your email and see who said positive things about you. This is especially valuable if the people complimenting you are senior employees at the company.

If you made improvements in the year and your colleagues said positive things about you, you can expect a raise or good bonus this year. Again, it’s a good idea to send some of this feedback to your boss if he asks you to review your projects before your review. Ideally, send them before next year’s budget is allocated so he knows about your new responsibilities beforehand.

Think about where you want to be one year from now

Another part of preparing for your review is to think about what you want a year from now. If you want a raise or promotion, you should ask for more responsibilities during your review. So think about what tasks you could take on and what skills you want to learn. It’s especially helpful if these new tasks help the company reach its strategic goals. Write them down.

Now that you assembled your past accomplishments and what you want to work on next year, practice your annual review. Practice by speaking out loud and recording yourself. Think about who will be in the room: your boss, maybe your boss’s boss and an HR representative.

The review will likely start out with your boss talking about your performance last year. After your boss talks about what he needs to (your performance, bonus, raises, etc.) you want to practice transitioning the conversation to new responsibilities for next year. Use the positive feedback your colleagues gave you as evidence that you can handle new responsibilities and higher value projects.

As a note, your annual review is not a good time to negotiate for a raise because the budget for the next year has already been set. There isn’t much your boss can do about a raise for next year if it wasn’t accounted for already.

But by setting yourself to work on higher value projects this year, you are putting yourself in a good position to ask for a raise before the next year’s budget is set.

Your focus on your annual review should be to get more important projects which demonstrates your increased value to your company. If you increased your value to the company, your boss will be able to secure you a raise and/or a promotion for your next annual performance review.

Human beings

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It’s easy to forget, but everyone around you is a human being.

Your annoying boss. Your company’s demanding customers. Your lazy co-workers. The CEO you’ve never met.

In today’s busy office, it’s easy to get annoyed, be short tempered, and think poorly of the people around you.

But it would be better to remember that all of these people are human beings. They have their own worries, fears, dream, hopes, and goals. Sometimes all it takes is a smile, a kind word, or a minute of your day to make them feel better.

If you treat these people well and understand what they want, they will enjoy working with you and they will reciprocate. Overtime, your office will be a friendlier and more collegiate environment.

Treating each person like a human being might be the most rewarding part of your climb up the ladder.

The biggest resume mistake you make and how to fix it

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When most people find a job they want, they fill out an application for the job and attach a copy of their resume. Seems like common sense. After all that’s how “career experts” tell you to increase your chances of getting a job.

Most experts suggest creating the perfect resume. One that is just the right length, has the best font, and has the best keywords. Then you just send it off to as many job openings as you can. Unfortunately that isn’t the best way to get a job.

The biggest mistake you make when writing a resume is using the same resume for every job you apply to.

You can’t use the same resume for each job because each job has different requirements for filling the position. And you are a person with a variety of skills, past work experiences, and education. You cannot fit all of those experiences in one resume so you should tailor the resume for each job to be for only that job.

You should create an individual resume for each job you apply to.

What you need instead is to make sure every word you put on the resume highlights how you can help the company. You do that in two steps: make sure you explain your previous work experiences clearly and then make sure the experiences you put on your resume are relevant for that specific job.

Of course, it would take a long time and much trial and error to get things right.

Back when I was applying to jobs, I came up with a system that helped me have both a great resume and only spend a few minutes updating my resume for each job. Here’s how that system works.

First we will create a “resume template” which is essentially a complete record of anything you could put on a resume. Put all of your work experiences on a resume in chronological order. Then add all of your jobs skills in a list below your work experiences (things such as writing Microsoft Excel macros, programming languages, specific industry knowledge, etc.). Add all of your education below your education (undergraduate education and higher). Now you likely have a two to three page document. Format the resume template to look like a standard resume, just longer. Pick a simple font: Arial or Times New Roman. Finally, space out the pages so they are easy for a hiring manager to scan quickly.

Now that you have a first draft of a resume, we need to polish it. Go to your university career services (if you already graduated, schedule a phone call through their website), hire a career counselor, or get your most career successful friend to look at your resume. Take that person’s feedback and improve your resume so your true skills are easily identifiable on your resume.

Now your resume template is complete and you know that the words on the page let the reader clearly recognize your past experiences. But how do you use it when you find a job you want to apply to?

When you find a job you want, you will need to cut your resume template down to a one page resume. If CEOs with 30 years of experience can get their resume onto one page, you can too.

As a first step, look at the job posting. That will give you a good start for what the company wants in a candidate for that position. You should also search for information about the company online. Look at the Glassdoor reviews for the company and the LinkedIn profiles of people who work there. See if there are any press releases about the company. You are looking for anything that will give you an indication about the company’s culture, what challenges they are having, and what they look for in new hires.

I highly recommend actually meeting with people from that company since they will give you the most accurate answers about what skills are important for getting a job at that company. Checkout my article about networking to learn how to do this: Networking.

Once you learn what is important to the company and what is not, cut down your resume to the one page that highlights your fit for the job based on your past experiences.

For example, if you are a software engineer who has experience in multiple programming languages and building web and mobile apps, your resume template will contain all of that information. Later you learn that the company uses Python and builds web applications so you will want to make sure those parts of your resume template make it onto the final resume for the job. If you still have space left on the page, you can add some of your other projects that are recent and impressive.

Or if you are a college student applying to a first job and you are an economics major, you can highlight the courses that best fit the skills the job wants. If you would be working on asset valuations in the job, you can highlight your Corporate Finance and Money And Banking classes. Also highlight any internships or side projects that highlight this experience.

In summary, the resume template system is:

  1. Create a resume template with all of your experiences.
  2. Learn what skills you need for the job.
  3. Select the experiences from your resume template that demonstrate you have the skills for the job and put them on a one page resume.

The goal is for the hiring manager to see that you have the skills to complete the job in a quick glance of your resume.

If the hiring manager sees you have the skills for the job, you will get a first round interview.

Now that you’ve crafted a specific, high quality resume for each particular job you are applying to, you are ready to submit your resumes!

Grow the pie

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Many people believe that our careers are zero sum games, where in order to win someone else must lose. That creates hurtful competition among colleagues and coworkers; people who should be working together and helping each other. People adopt a scarcity mindset where in order to get something you want, someone else cannot get the same thing.

But there are other ways for multiple people to reach their goals simultaneously. Economists have a term called grow the pie (highly technical, I know…). If there is a pie and four people, and one person takes half the pie, that only leaves half of the pie for the three remaining people. But what about if the pie grew to be larger. Or there was a second pie. Now everyone can get more pie, perhaps even more than all four people could eat together and everyone is satisfied.

In economics, a Pareto Improvement is when an individual becomes better off without making anyone else worse.

Careers can be similar. You might think that there is only a certain amount of money to give out in raises and bonuses, but what if the company produced even more profits this year. Then there is more money for the pool of funds going towards employee compensation.

Or there might only be one Director position open for people to get promoted to. But what if the company grows. Then there are multiple direction position that need to get filled, likely with internal candidates since the company is doing so well.

Rather than thinking of careers with a scarcity mindset, it’s best to remember that win-win situations are possible. If you work with your coworkers, you can grow the pie. And all of you can reach your career goals.

The importance of Emotional Intelligence in your career and how to develop it

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As your career starts out, the hard skills you learned in school will be very important. And if you excel as an individual contributor, you’ll get promoted to your first management position. From there on, your soft skills will become more important for future promotions than your hard skills. You’ll need to coach your direct reports, handle conflict within your team, and tactfully manage office politics. Building your interpersonal skills, and Emotional Intelligence, will help you excel as a manager up to Director, VP, and Executive.

Numerous studies show that Emotional Intelligence (EQ) is a trait great leaders have in common. Research shows that people with high levels of emotional intelligence are better at managing their stress, negotiating, and leading people. Daniel Goleman, the man who made Emotional Intelligence famous, noted that the qualities traditionally associated with leadership, such as intelligence, determination, and strategic vision, are required for success but are insufficient. Great leaders also needed other qualities – the qualities that he found associated with emotional intelligence. And these EQ qualities became even more important as employees reached higher positions on the corporate ladder. As someone got closer to the C-Suite, they needed higher levels of EQ to make the company successful and to move higher in his/her career.

Emotional Intelligence is the ability to recognize one’s own and other’s emotions and to manage them accordingly to achieve a goal.

According to Goleman, Emotional Intelligence has five components:

  • Self-awareness: knowing one’s emotions, strengths, weaknesses, drives, values, and goals – and their impact on others
  • Self-regulation: controlling or redirecting disruptive emotions and impulses
  • Motivation: being driven to achieve for the sake of achievement itself
  • Empathy: considering others’ feelings, especially when making decisions
  • Social skill: managing relationships to move people in desired directions

As you can see, the first three components all deal with recognizing and managing your own emotions. You need to know the emotions you are feeling, how to control your emotions, and to understand why you want to achieve your goals. One important point is that EQ is not about being emotionless. Emotions are good and healthy. You should not allow your emotions to your control you, rather you should feel and manage your emotions productively. That is the core of Emotional Intelligence.

The last two EQ components are about how you relate to others. Do you understand others’ emotions and do you know how to help them be productive toward their goals and the company’s goals. You can see how these two components are so important for leadership at the office. Whether it is helping a direct report manage his emotions with your social skills or understanding your boss’s goals using empathy, you can improve your career by developing EQ.

So then we get to the question, how do you improve your Emotional Intelligence?

A great first step is to read Daniel Goleman’s book which made EQ popular. But that isn’t necessary. You can also get started at home with two techniques: The Mime Technique and the Shoe Store Technique.

The Mime Technique helps you develop self-awareness and empathy. It’s pretty simple but very powerful.

Turn on your TV (or Netflix for all of us Millenials) and mute the sound. Try to understand the context of the show or movie just from the characters’ body language. The first time you do this, it might be hard. But as you do this a few times, you’ll start to notice which facial expressions signal anger, sadness, happiness, and stress. This will help you develop empathy.

As you watch more shows without sounds or words, you’ll start to label the emotions more in your head. You’ll see the difference between someone who feels joy and someone who feels ecstatic, and all of the other varying degrees of happiness. You’ll see the difference between the levels of anger, sadness, stress, and every other emotion in between. This will help you develop self-awareness. As you notice the different emotions in other people (empathy) you’ll also recognize the emotion in yourself better (self-awareness). That will also help you develop self-regulation over time.

As you learn to see these emotions in other people, you’ll have a better sense of good times to talk about sensitive subjects with your coworkers or when to give coworkers some space. You’ll see when they are stressed about a deadline and when they are happy about an accomplishment. You’ll get much better at handling office politics when you see the body language and underlying emotions people project.

The Shoe Store Technique is also useful: you put yourself in the other person’s shoes, figuratively. When you talk to someone and recognize their emotions, whether it is happiness or something else, put yourself in that person’s shoes. Ask yourself: Why might they feel this way?

Try on a few pairs of shoes. There could be a number of reasons why someone is stressed: is his child sick, did her boss just reprimand her, did he get in a car accident last night? You won’t know the real reason why someone feels the way he does, but picturing yourself in several different scenarios that would cause that emotion can help you empathize with that person.

You’ll understand how he feels which helps you manage your own emotions while talking to him and you will feel his emotion so you can empathize and create a stronger social connection between the two of you.

This can help you build allies at work and to just be a nice considerate person.

Emotional intelligence is one of the most important skills for advancing your career. Even early in your career you can start developing it now and see its powerful benefits.

Give these two techniques a try at work this week and let me know what emotions you see around your office.