A version of this article previously appeared on Skillcrush, an online education program for creatives, thinkers, and makers that gives total tech newbies the tools to make major career changes.
Randle Browning, Skillcrush
"What an inspiring story!" It's something I hear a lot, and not because of my rise to the top of the hip-hop charts.
Just kidding. That didn't happen.
I'm talking about the way readers respond to a blog post I wrote 7 months ago, How Tech Saved My Multi-Passionate Career.
In that post, I spilled on what it felt like to see my creative passions bringing in little to no money while I floundered in a pool of indecision. I had heard about how profitable tech could be, but I was worried about adding yet ANOTHER shiny object to my basket. I was already juggling writing, cooking, and music – why would I add something else to the mix?
But I found a way to put it all together. After taking my very first Skillcrush class, I realized that tech wasn't just another side project. Digital skills supercharged my passions so that I could finally make money doing what I loved. After a few short months of learning to code, I got hired to write (write!) about tech at a company I was ecstatic about (Skillcrush!).
And while I was learning to code, I got paid to build freelance websites, so it didn't cost me a penny.
And here's the secret. I'm no outlier. My success story can be YOUR success story. All you have to do is follow this formula:
Take your passion, add tech skills, and get the career you've only dreamed of.
But if you're like me, being broke isn't even your only concern. Last year, I had no idea which of my passions I wanted to focus on. I was so worried that if I never decided to focus on one thing, I'd be stagnant forever. And I was beating myself up about my indecision.
And that's where the double-whammy comes in. Tech didn't just give me a way to make money off of what I loved – it also gave me focus. Once I had the power to put a few of my dreams into action, it was so much easier to decide WHICH of my passions would get center stage.
If you're in the place I was, the formula sounds too good to be true. If you're like I was, you're completely overcome with negative thoughts and worries.
Do you feel like:
- you can't find a way to make money doing what you love?
- you're juggling too many ambitions, and you need FOCUS?
- you're stuck in an uninspiring job?
- you take work you dislike just to pay the bills?
- you daydream about a more fulfilling career?
- your skills aren't valued on the job market?
Or maybe you know what kind of career you want, but:
- you live in a place that makes that geographically impossible.
- you don't know where to start.
- you can't afford to go back to school.
- you feel isolated from any kind of learning or networking community.
If ANY of these situations apply to you, tech can help you. Digital skills are the missing ingredient that will make your career really flourish.
And you might be thinking, "Tech? Tech isn't for me. I'm not a computer person – I'm a creative thinker!"
Well I didn't think I was a computer person either. Here's what I didn't know: creative thinkers are amazing at technology, because:
- Creative people are great at coming up with new ideas.
- Creative people know how to solve problems in ways no one considered.
- Creative people aren't afraid to try something completely new.
- Creative people are pros at imagining the end goal before a project exists.
Even if you never thought of yourself as a "tech person," you can do this. You can be a computer person. You just need to get the skills.
In this guide, I'll walk you through EXACTLY how to add tech to your bag of tricks to get a career you REALLY want. You'll find out:
- How to pin-point your unique skills and qualities.
- How to use your background to your advantage, even if it's not tech-related.
- How to create a career you love, even if you aren't sure what you're passionate about.
- How to snag a tech career without giving up what you love.
And you'll get:
- A step-by-step worksheet for discovering a starting point that works for you.
- A tried and true formula for combining your skillset, your passion, and your new tech skills to create a career and life you love.
- Real-life examples of people who have done it.
You don't have to settle for a life of working in jobs that leave you tired, bored, and filled with wasted energy and passion. Take it from someone who used to believe there was no way to find meaningful work that still paid the bills.
It's totally possible.
If you learn digital skills, you will be more hireable, and you'll also be more independent. And all those ideas you've got bouncing around in your head? With tech skills, YOU can make them a reality.
You just have to get started.
💎 How to build trust in your team? Watch the video to the end to find out!
📼 How should you work to build trust in your team? Play this video to get three top tips that will help you. You'll hear from Veronica Setzke, Senior Director of People Ops at Pax8, who shares tips and tricks she learned through years of coaching.
📼 How to build trust with peers in your team? Tip #1: Relationships. There's no better way to start forming relationships than having regular one-on-ones. It doesn't have to just be with your supervisor. It can be with your coworkers. It can be with those people that you collaborate regularly with. And it's really important in these one-on-ones that we're spending time listening. Take the time to be present and listen. Also, spend time together not working. Have lunch together. Go for coffee. Take a five-minute walk around the building and just have a conversation. Relations are a key element to trust!
📼 How to build trust? Open yourself in your team Tip #2: Vulnerability. Allow yourself to be vulnerable. Ask for feedback, whether it's feedback about a project, a process, or even maybe a leadership behavior that you're trying to master. This allows those on your team and those around you to see you as willing to be vulnerable. Trust and vulnerability go hand in hand. It doesn't mean that you’re weak, but rather that you’re open. It allows your team to understand that it's a safe place for them to also be vulnerable.
How To Share To Build Trust In Your Team - Tip #3: Clear Is Kind
Keep the team informed and say as much as you can about what you know. There are times that we hold information that could be shared. We could share that information that impacts others' work and have them have the opportunity to use that to do better. If you've learned something that could help your colleague make a better decision, share that! Try to ensure that your communication with others is clear. When you make the effort to be clear about your intentions, your work, and your roadblocks, it opens others up to do the same.
📨 Are you interested in joining Pax8? They have open positions! To learn more, click here.
Get to Know Veronica Setzke
She works as a People professional because she sincerely believes that people want to be excellent, and it is her role to help move the obstacles to their achieving success. She believes the employees deserve a culture that values their work and will respond to such a culture by creating amazing results. If you are interested in a career at Pax8, you can connect with Veronica on LinkedIn. Don’t forget to mention this video!
More About Pax8
The company simplifies the way organizations buy, sell, and manage cloud solutions, empowering its partners to achieve more with cloud technology. At Pax8, they know that they are only as great as their people. They realize that every individual has unique personal and professional aspirations, which is why they strive to offer a complete and competitive Total Rewards offering for their members and family.
💎Want to implement change in your team or organization? Watch the video to the end to do it successfully.
📼 To implement change you need to follow certain steps. Play this video to get three top tips on how to do it the best possible way. You'll hear from Kyle Lisboa, Support Operations Manager at Esri, who shares her experience with you!
📼Why implement change? Tip #1: Identify the reason. Think about the business reason for the change. If you understand why change is needed, it helps you explain it to others. Avoid making change for change's sake and implement solutions that solve problems.
📼Plan to implement change! Tip #2: Develop a plan. Create a detailed plan to help implement the change. If you create steps and timelines, this will guide the process. It also helps others understand how you are progressing towards the implementation and what the next steps are.
To Implement Change You Need Others - Tip #3: Seek Feedback
Gather feedback from those affected before, during, and after any changes are implemented. Allowing others to provide their feedback helps to create an inclusive atmosphere where everyone feels part of the solution.
📨 Are you interested in joining Esri? They have open positions! To learn more, click here.
Get to Know Kyle Lisboa
Kyle is an experienced Strategic Operations Manager with a demonstrated history of working in the computer software industry. She’s skilled in Arcgis Products, Databases, Management, Geography, and Cartography. If you are interested in a career at Esri, you can connect with her on LinkedIn. Don’t forget to mention this video!
More About Esri
At Esri, they build cutting-edge geographic information system (GIS) technology that customers use to solve the world’s most complex challenges: slowing climate change, stamping out disease, designing a better city, fighting crime, and much more. Their ArcGIS software is helping communities around the globe respond to the COVID-19 pandemic by monitoring the surge, managing testing sites, aiding essential workers in finding childcare, mapping food and essentials, and keeping residents informed and safe.
Nearly 80% of workers want to work for a company that values diversity, equity, and inclusion, per a CNBC survey.
But how do prospective employees — and, for that matter, current ones — know whether an organization takes diversity, equity, inclusion, and belonging (DEIB) seriously?
Metrics can help.
What are DEI metrics?
Diversity, equity, inclusion, and belonging metrics are measurements of how a company is doing against its stated DEIB goals. They help track progress, light up problems, synthesize momentum over time, prioritize investment, and allow a company and its employees to have accountability over DEIB intentions.
How can DEI metrics help my overall DEI strategy?
Creating a DEIB strategy is the first step in making your workplace more equitable. But having DEI metrics is a vital second step in ensuring that progress happens.
DEI metrics help a company actualize their strategy, live out their values, meet employee expectations, and make the workplace more fair for all employees.
10 examples of DEI metrics
1. Hiring: the diversity of your candidate pipeline.
How diverse is your applicant pool? Have your candidates self-identify and track what representation looks like in your candidate system.
2. Representation: the demographics of your current employees.
Many companies put pressure on their new hires to make up for gaps in their existing employee population — so make sure you’re benchmarking against data on what your current workforce is made up of.
3. Representation: the demographics of your leadership team.
People need to see that there is a path for success for people who look like them at your organization. What does the makeup of your board look like? Your directors? Your managers? And what does the promotion pipeline look like into those roles?
4. Representation: the demographics of your suppliers.
The money that you spend can significantly impact communities around you — so you should be measuring whether you’re doing that in a way that challenges bias and champions equitable treatment.
5. HR systems: pay equity.
Do all employees, regardless of gender or race, make the same amount of money if they’re doing the same job? If not, what’s your gender / race pay gap and how quickly are you closing it?
6. Employee experience: HR issues.
It’s important to track wins when it comes to DEIB, but it’s also vital to track times when your organization falls short. How many HR / People issues related to DEIB, including allegations of unfair treatment or bias, has your organization dealt with in the past year? What was the result of them? How quickly did issues get resolved? These metrics are key to know.
7. Employee experience: satisfaction with DEI progress.
When you send out employee satisfaction surveys, make sure you include questions on how employees perceive your current progress on DEI goals. They’re the ones most impacted by your strategy — and their opinion matters.
8. Employee engagement: participation in communication platforms.
How often do employees participate in Slack? What about by-channel participation? Looking at data on who talks to who and when can help highlight issues with inclusion or culture. Some companies are using AI-enabled text analysis tools to look for signs of frustration or for problematic language.
9. Employee participation: ERG membership.
Employee resource groups can be hugely helpful in creating community around different identities, interests, and demographics. They can also provide guidance on how to actualize your organization’s DEIB goals. (Which is part of the reason you should pay ERG leaders for their efforts, but that’s a topic for a different blog.)
10. Brand reputation: customer perception.
We’ve talked about key groups for whom DEIB metrics matter — prospective employees, current employees, leadership — but they matter to your customers, too. Whether you add a DEIB component to your existing NPS process, conduct 1:1 customer interviews, or get feedback some other way, it’s important to see whether your customer base is seeing progress on your DEIB goals, too.
Have you ever been so exhausted that you quit your job?
You may have been experiencing burnout.
Burnout is characterized by overwhelming exhaustion, detachment from your work, and a sense of ineffectiveness.
And while anyone can experience burnout, if you have ADHD, you may be more susceptible to it.
Before you get to the point where quitting feels like your only option, there are steps you can take to set healthy boundaries and start feeling more like yourself again. Read on to learn how you can recognize burnout in yourself, and what to do if you’re experiencing it!
How Does ADHD Burnout Feel?
There are some clear signs that you’re burning out, but ADHD can make the descent to burnout harder to detect. These warning signs include:
- Lack of motivation - not wanting to do the things you need to do or the things you love.
- Exhaustion - feeling overly tired both mentally and physically.
- Irritability and mental fatigue - feeling short-tempered, mean, or like you snap easily.
- Physical discomfort - body aches, low energy levels, and general pain.
- Negative outlook - the tendency to find something wrong with nearly everything.
- Emotional dysregulation - feeling weepy, sad, or unable to smile or connect with others.
Generally, burnout starts with taking on too much. Exhaustion creeps in, and you feel like every day is working against you because you are constantly overwhelmed. You may start to feel like the entire world is spinning out of control, or like no matter what you do you can’t keep up (or catch up).
If this resonates with you, you might be on the road to ADHD burnout.
Why People with ADHD Can Be More Susceptible to Burnout
So why does ADHD make some folks more susceptible to burnout? There are a few common ADHD traits that often result in behaviors correlated with burnout (taking on too much, working too long, etc.):
- Hyperfocus - ADHD is not exclusively about attention deficits. In fact, hyperfocus is the opposite – a deep, intense concentration to the point of being oblivious to your surroundings. Per WebMD, hyperfocus is a state of highly-focused attention that lasts for an extended period of time. You concentrate on something so hard that you lose track of everything else going on around you. When hyperfocus sets in at work, it can be hard to unplug or be aware of the people and environment around you.
- Time Tracking - Losing track of time is one thing, but if you find yourself losing track of hours without realizing it, that could be related to burnout. People with ADHD perceive time not as a sequence of events the way others usually do, but as a diffuse collection of events viscerally connected to the people, activities, and emotions that fill them.
- Difficulty Prioritizing - Do you take on too much and then struggle to prioritize it? When someone asks for help, does everything often go to the wayside so you can jump in? Or maybe the daunting anticipation of the tasks ahead prevents you from starting. Per ADDitude, ADHD impacts your temporal processing abilities, which can affect executive functioning.
Combating ADHD Burnout
If you think you may be suffering from ADHD burnout, there are a few ways to take back control. Here are three tips for combating ADHD burnout:
Reserve Your Yeses - Pump the brakes when you recognize the early signs of ADHD burnout. Start reserving your yeses right away. Say no, and practice not apologizing. It is okay to say, "I have a lot on my plate right now and cannot take that on. Thanks for thinking of me." Saying no is nothing to apologize for, and it should be celebrated! You are working to protect your energy above all else.
Practice Over-Estimating - If you think you could knock something out in a day, give yourself a week. Overestimate on time and allow yourself the grace to have a little more time than usual to complete projects. Slowing down when starting a new job or role will help you produce high-quality work and prevent ADHD burnout.
Drop the Mask - Be honest with your employer and friends. Let them know that although you seem to keep up internally, you struggle. Identifying ADHD burnout from the outside can be extremely difficult. Your honesty and transparency will position you to determine if your environment is supportive and inclusive.
How to Support Colleagues Dealing with ADHD Burnout
The experiences above may not resonate with you personally, but perhaps you’ve noticed other people you work with describe or experience them.
If you’re a manager, there are several ways you can support colleagues with ADHD (as well as neurodivergent employees more generally) to help prevent burnout. Ask for clarity on when they have felt the most supported at work. Discovery questions like, “how did you feel at that time?” or “how was the pace of that project?” can help you to understand their actual capacity.Download this free guide if you’re looking for more ways to support your neurodivergent coworkers. Work with your DEIB and HR team to develop new neurodivergent inclusivity standards to help you stay ahead of the ADHD burnout cycle.