Here at Coeus Creative Group, our mission is to empower people by improving behaviors. While much of our work targets organizations and adults, we also work with athletes on a variety of issues. Today we want to focus on an essential concept to the success of top-performing athletes; developing a growth mindset. While we are offering advice to athletes, their parents, and coaches, this concept is also beneficial to business leaders and professionals alike.

Stanford psychologist Carol Dweck’s theory of growth mindset has impacted how many coaches and parents approach speaking to their athletes. A “fixed mindset” is such that skills and abilities are set, finite, and unchangeable. Whereas a person with a growth mindset has an outlook that practice and learning can lead to improvement.

Most importantly, a growth mindset is beneficial to all areas of life for young athletes, including school, sports, relationships, and careers. At its core, the concept notes that actions can change outcomes; intelligence, behavior, and abilities are not fixed or unalterable.

Fixed mindset: “I’m not good at face-offs.”
Growth mindset: “I’m not good at face-offs yet.”

A growth mindset is developed over time. Parents and coaches need to be aware of this to help young athletes discover it, and reinforce it over time. Teaching self-reflection is an integral part of that process.

CREATE A STARTING POINT

There is no way to see change without knowing where the starting line is. Some coaches do this through skills assessments at the beginning of the season. If your coach is not, suggest they start. But then evaluate your athlete (with their input) yourself. You have been watching them grow and educating yourself on the game. You can assemble a baseline for measurement.

It is essential to look at these assessments as opportunities for improvement, not talent evaluation. Parents and coaches need to avoid glorifying players for “natural” talent. These declarations promote a fixed mindset that an athlete is either talented or not. This can impact the growth of not only the athlete who is told they are talented, but also show their teammates that talent alone is what matters.

CREATE A ROADMAP

Individual improvement is the best way to increase a team’s chance of winning, so it’s necessary to identify the skills and abilities they want to develop. In doing this, athletes can also achieve success regardless of wins and losses.

Many of these goals will be focused on sport-specific skills and physical fitness; but athletes should also be encouraged to set goals around communication, teamwork, support for teammates, and conflict resolution.

ANALYSIS

Don’t skip letting the season end without a purposeful reflection on the skills and abilities gained. It is vital to close the loop so athletes clearly see they’ve established goals, worked to create change, and achieved an outcome. Even if some goals did not get met, they still were able to learn and grow.

A great way to facilitate this reflection is to try starting a conversation using open-ended questions:

• What are you proud of this season?
• What should have been done another way?
• At difficult moments, how did you use the tools available to you?
• What skill do you want to work on before next season?

Journaling is another way for athletes to establish a thoughtful routine because they regularly learn to review activities and key moments. It also creates a record that athletes can utilize to reflect on their long-term progress.

TODAY’S LESSONS PAYING OFF TOMORROW

Youth sports are great for teaching new skills, and reflection helps them connect the work they do and the progress they continue to make. This self-reflection is what will carry them into their future careers.

While most people define success as avoiding failure, truly successful people will tell you their success is determined by their response to it. They would argue that you must experience failure to learn the lessons that bring success.

An important reminder is no matter what your athlete thinks about their current abilities, they are good enough to do their best right now. No matter how hard they try, your athlete can’t be better than they are in that moment. Embracing and honing current abilities creates a firm platform. I know this looks like a circular argument, but what should be understood is that our culture, obsessed with better, is also an anxious culture.

Some studies show 25% of Americans have an identifiable mental disorder, and 80% of those, or 20% of us, have an anxiety disorder. Anxiety is related to the uncertainty and fear of a future event or occurrence. When our minds focus solely on the end results, we quit concentrating on the “now” and do not perform at our best.

What we know about human beings at their best is they are not constantly jumping into the future. They don’t dwell in the past. They stay present, focused, and function to the best of their ability right now. The problem with better is it keeps pulling you to the future. If you pay close attention to the people that succeed at a high level, they are not hyper-focused on winning. They simply believe they are going to do well.

Parents, coaches, and (behaviorally intelligent) business leaders should be saying, “Give it your all, do the best that you can, and learn from the experience to be better tomorrow.” If you’re leading an organization, whether it’s a family, a team, or a business, if you can get people to perform at their best right now, then you’re empowering people by improving behaviors at the highest level.

Interested in hiring Coeus Creative Group to train your teams on this topic or behavioral intelligence? Contact us today

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“Hear the birds? Sometimes I like to pretend that I’m deaf
and try to imagine what it’s like to not be able to hear them.
It’s not that bad.” – Larry David

We are all human.

When we come across differences that are unfamiliar to us, it causes us to pause and react. Behavior might be a choice, but it certainly takes practice. Meeting a deaf person in the workplace can be rare and, thus, interacting with them may take some getting used to. The first step to learning how to interact with the deaf and hard of hearing is to understand their behaviors and why they have them.

Let’s begin with some key terms:

• Hard of Hearing: an individual with mild to moderate hearing loss
• deaf: (lowercase D) the medical term used to describe profound/severe hearing loss
• Deaf: (uppercase D) the cultural identification used by deaf individuals who typically use Sign Language and interact closely with other Deaf people

The deaf and hard of hearing create an incredibly diverse spectrum, with each individual having different accommodation and communications needs, and varying attachments to Deaf Culture.

Wait… culture? 

Yes – Deaf Culture is vibrant, lively, and full of talent in all shapes and colors. Despite living in all corners of the globe, they are a tightly knit community that interacts now more than ever (especially online). It is important to understand that Deaf Culture operates with the core belief that they can live life to the fullest without sound; that they do not need to be “fixed” to thrive. Their language and cultural norms lead to some noticeable behaviors:

Behavior: They are more likely to be direct communicators who get straight to the point, and prefer not to “sugarcoat.” This can be interpreted as abrasiveness, especially in the workplace.

Why: They work harder to “hear.” Concentration fatigue sets in much faster for the deaf than their hearing counterparts, especially for those who read lips. Your ability to understand information includes all of your senses, including hearing. When the ability to hear is affected your ability to receive information takes a bit more effort.

Behavior: They are more expressive with their body language and facial expressions. Even when they are not using Sign Language, they may display more exaggerated gestures and expressions compared to their hearing peers.

Why: Their native language and culture value these traits. Sign Language incorporates facial expressions and body language to emphasize and provide subtext to what they are saying, as inflection does in a verbal conversation. This naturally flows into how they communicate with the world.

Behavior: They may look at different areas of your face throughout a conversation (i.e. your mouth, forehead, etc.)

Why: To “see” the tone of your voice. The deaf cannot hear inflections or emphasis in words, so they look for visual clues. These cues are apparent in movements of the mouth, eyebrows, and posture. People who have a more flat expression are much harder for the deaf to read and may lead to misinterpretation.

Deaf behaviors are simply a reflection of their cultural beliefs, and allows them to provide a completely unique world-view. When we welcome their perspective, we are striving for innovation and growth while prioritizing diversity and inclusion; a new pair of eyes that can see through background-noise and reveal core issues, and resolve them. Consider what Deaf behaviors could help your company grow and how including them in the workplace can be invaluable.

Interested in sharing information and tools like these with your organization? Coeus Creative Group has you covered with trainings, coaching, strategic planning, and more! Contact us today to learn more about our offerings.

The post An Introduction to Deaf Culture & Behavior appeared first on Coeus Creative Group, LLC.

As social media continues to be a dominant force in everyday life, marketing is more dynamic than ever. The “Smartphone Era” changes strategy to include short and sweet content that reflects a brand and makes it relatable, maybe in a catchy video or a visually appealing graphic. They spend time and money conducting market research and creating the perfect ad; posting at the right time on the right platforms, all in an effort to keep someone from scrolling past. More often than not, brands forget to ask themselves a crucial question: Is the content as accessible as it is informative?

Accessibility in marketing is more than a push for diversity and representation: It is about making sure that you are reaching every single member of your target audience. When you caption and subtitle your videos, both large and small, your outreach is guaranteed to increase, and the numbers prove it: The National Health Interview Survey in 2019 concluded that 14.6% of adults have hearing difficulties; that’s more than 48 million Americans! The most recent estimates for Michigan suggest that 17.4% of the state population has some degree of hearing loss.

Captions also have more practical benefits than we realize. A study from the University of Wisconsin concluded that subtitles benefit children and adults learning to read, and those who are learning English. The same study also claims it will increase student attention in courses and further develop literacy rates in developing countries. From a marketing perspective, we find that without captions, content can actually be making far less of an impact than we think it is.

Additionally, brands could make more money in the long-run by captioning content. If you publish a video or commercial without captions in Michigan, you are automatically missing a minimum of 17.4% of your audience. This number doesn’t account for those who can hear and still browse social media without the sound on. For example, someone being quieter at home while a family member is asleep, commuters on public transit, etc.

As an added bonus, you are creating brand loyalty! The Deaf and Hard of Hearing are more likely to appreciate and support a brand if they feel appreciated and supported in return. The vast majority of your competitors will completely neglect them by not making their content accessible and will lose the opportunity. Some companies have even gone the extra mile by including the Deaf community and American Sign Language in their marketing. Starbucks designed a completely unique “Signing Store”, conveniently located near the deaf institution, Gallaudet University. Pepsi had a Deaf joke in a Super Bowl ad in 2008, and AT&T sponsored an entire music video in ASL with a Deaf director and cast for their Feel the Music campaign.

The truth is that these initiatives are noticed because they are so few and far between. By captioning content we are:

• Raising awareness for accessibility in marketing and supporting those with disabilities.
• Making brands and businesses more accessible and relatable.
• Preventing more people from scrolling past content.
• Reaching an audience competitors may be neglecting entirely.
• Saving money by preventing wasted money.

Making content accessible is an essential step to elevating marketing campaigns as exponentially more companies see the benefits of accessibility. Don’t fall behind, set the standard for others.

Want to learn more about how to increase your brand or organization’s accessibility and ADA compliance? Our team at Coeus Creative Group can help you create more inclusive marketing. Contact us today to learn more.

You can access our easy to follow guide on expanding your reach through captions here.

The post Expanding Your Outreach Through Accessibility appeared first on Coeus Creative Group, LLC.

By Melinda Graczyk

Have you ever been in your workplace kitchenette or copy room and heard phrases or seen actions such as:

• “She’s pretty smart for a black girl.”
• “What did you think of that (insert activity here) at the team building? It was so gay.”
• “I received the quote for the (product) yesterday. I’m going to go back and Jew them down.”
• Telling lewd jokes or sharing stories about sexual experiences (even if it’s simply done in your presence).

I know I have, and so have your Black, LGBTQIA+, Jewish, and female colleagues, and most likely, they did not feel comfortable enough to speak up and correct the person making the comments. Sometimes the disrespect isn’t as blatant as a comment and appears simply as an individual speaking over or rolling their eyes at another.

Research has shown that being a better ally is one way all employees can stand against bigotry in all its forms at work. Allies are people from a group who do not generally suffer discrimination, but support those experiencing intolerance. The potential benefits of ally-ship in the workplace can take many forms. It can foster positive inter-group connections, undermine racism and other forms of oppression, and build a more positive workplace culture; but navigating complex situations at work and even simply being a good human is rarely easy.

Not all disrespect is based on bias or hate. Things like stress, communication style, and rivalries can all create ill-mannered workplace dynamics as well, but prejudice can be one of the more problematic drivers. Prejudice can be a catalyst of ridicule in ways that we may not be able to see, and this form of disrespect may also be a product of ignorance. There is always the possibility that people might not understand or simply do not know that their actions have a negative impact. Implicit bias shows up as unconscious actions, making it challenging to identify and even trickier to uproot. Here are just two examples of implicit bias:

• A white person at a conference lunch is more likely to sit at a table of white people rather than a table including people of color.
• A man is more likely to interrupt his female co-workers than his male co-workers.

Implicit biases are something that almost all of us have exhibited at some point. This behavior is not because we are bad people, but because we are part of a culture that, despite significant advancement, is still racist, sexist, homophobic, etc. Although it may not be comfortable to find out that we have been making missteps of our own, we can take action to change and correct our behavior.

There are several options for being a reactive ally when you witness bad behavior or harassment. None of the approaches are perfect or easy, and you may need to consider more than one option and select the one(s) that is right for each situation.

Several ways to consider intervening:

• The Direct Approach: After assessing the safety of both the target and yourself, be firm and clear to the instigator and have a conversation with them. Point out what they did and how it may have made the victim feel and provide options to change their behavior. This approach gives this person the opportunity to learn from their mistake and see their victim in their full humanity. No one is perfect, and the person making such remarks may not be aware of the hurt they are imposing on those around them.
• Indirectly De-Escalate: Start a conversation with the victim or find another way to draw attention away from the situation (i.e., spill your coffee, ask about an upcoming meeting, etc.)
• Delegate: Notify a person of authority about what is going on. In taking this approach, you delegate the situation to an authorized person in the company. However, HR departments are designed to protect the company, which, at times, may not always serve the victim’s best interests. If they run an investigation, HR may not be able to keep the situation entirely confidential. Additionally, witnesses may not feel comfortable disclosing full details, or “evidence” may not exist. The accused may also try to discredit the victim’s character to create confusion and build a defense.
• Check-In with the Target: After the incident is over, ask the victim if they need further assistance from management, the police, or simply company until they recover from the episode.
• Document: We are all familiar with this approach. Since your phone is likely to be nearby, record the incident, but it is important to NEVER post to social media. You do not want to insult or victimize the person being harassed further.

We all have room to improve in our interpersonal relationships. We need to live in a state of curiosity, not fear, and be willing to learn and work toward becoming excellent at caring for each other.

In search of related trainings or coaching? Contact us today for more information!

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By Mark Garrison

After more than a decade of Millennial obsession, a new generation is stepping into the spotlight… Generation (Gen) Z.

GenZ is made up of people born in the late-90’s through mid-10’s (1997 to 2012/15ish). Soon this generation will represent 25% of the population, will be the most diverse generation so far, and will also be the largest consumer spending group. All of this means organizations need to sit up and take notice of GenZ to stay ahead of the curve.

To understand why GenZ is different, we need to look at what happened during their lifetime. For some of them, 9/11 was something they read about in history books; they don’t remember a time when there wasn’t a War on Terror; and the Global Pandemic is the first major world wide event they’ve experienced. To really put things into perspective, GenZ will be the first that has never known a world without the worldwide web. They were born into major technological advances and items like a floppy disk and a phone with a chord are foreign. They are, or will, start their careers in a world where technology and automation have eliminated many of the more manual or repetitive tasks, which used to be the core of entry-level positions. This has changed the modern-day workforce, which is shrinking and highly competitive.

GenZ is about to make its presence known in organizations in a major way. Check out these tips to help get your organization ready:

Organizational Alignment

GenZ prefers to work in industries and for companies that they might interact with or consume goods from personally, as opposed to industries in which they might not be a frequent consumer. Z’ers prefer more established organizations, unlike Millennials who were highly interested in startups and early-stage companies. They are looking for stable employment and will remain loyal to the company if that is offered. That doesn’t mean they are not entrepreneurial, but they are more likely to build side hustles alongside the safety of their stable job.

They want a work-life balance and are attracted to remote work, flexible hours, health care, unique perks, and engaging work. They tend to avoid jobs that have consistently boring tasks or feel “too analog.” You can find them drawn towards the tech industry, which is not surprising since they grew up with tech in their cribs and hands. Additionally, they’re drawn to work that supports the greater good, in industries such as healthcare and education.

Shifting Style Preferences

Organizations have shifted to a more team-centered approach based on the preferences of Millennials. Now they willl have to start moving again because, unlike the previous generation, GenZ prefers individual tasks over team-based activities. They want their independence but do not want isolation. GenZ favors a more personalized approach to “jobs” or roles. Instead of filling standardized positions, shift focus to people’s skillsets and tasks needing completion. They are great visual learners, if you can show them what you need to be done, they will get the job done extremely well and probably improved.

Putting Values First

GenZ is attracted to organizations whose values align with their own. A large number of Gen’Zers are even willing to take a lower salary with a company as such. Social purpose is probably the most critical value for this generation. They want to make sure their organizations are being good global citizens both in message and action. GenZ no longer forms opinions solely based on the quality of the products, services, or opportunities an organization offers, but now they also factor in their ethics, practices, and social impact.

Organizations need to highlight their efforts towards the “greater good.” Inclusion and diversity are also critical factors for attracting GenZ and if your leadership or organization looks homogenous, start changing your corporate culture.

Actions Moving Forward

As organizations move forward, it’s important to structure plans with a focus on robust training programs, leadership development, and corporate values. They’ll need to fundamentally change how they recruit and retain talent and make sure they offer mentorship programs, coaching, and some type of cross-team training. Organizations should also work on shifting from career ladders to a career lattice, where there is no longer just a hierarchy, but a woven path of diagonals allowing people to explore and grow skills in various parts of the organization.

If your organization has not already started planning for GenZ, it’s not too late, but it’s important to get the ball rolling. As the first rounds of GenZ are beginning to graduate and look for organizations to be a part of, you need to stand out to attract them!

For all your Generational Diversity needs, contact Coeus Creative Group for trainings, coaching, strategic planning, and more.

The post Are You Attracting Generation Z to Your Organization? appeared first on Coeus Creative Group, LLC.

It’s no secret that gender bias and inequality still exist in 2021. While the world has made some great strides in fighting the status quo (i.e. our first ever female, African American and South Asian American Vice President), there is still a large gap between how men and women are viewed and treated.

In 2021, we are taking the International Women’s Day pledge and #choosetochallenge and call out gender bias and inequality. Whether it’s in the workplace or in your everyday life, Coeus Creative Group is sharing a few tips on how to go about doing so in a behaviorally intelligent way.

Understand that Bias Runs Deep

We are all subject to our own individual biases, but in order to overcome them, we have to understand that bias runs deep. There are a variety of demographics that shape our personal biases including geographical location, beliefs and morals, our ethnicity- the list goes on and on. However, this doesn’t mean our biases are unchangeable. It means we have to put the work in to disrupt bias in ourselves and others. When we’re speaking out against gender inequality, take a moment to open the floor for a deeper conversation; why does this person think the way they do? Understanding this person’s bias will help you better explain to them why their words or actions are harmful.

Give Women a Voice

Coming together is the only way to successfully fight inequality. Gender inequality is not a women’s problem, it’s everyone’s problem. Women are less likely to be given speaking time and are penalized socially and professionally for speaking about their personal experiences when they do. It’s important that when possible, you should give women the platform the speak out on their experiences and injustices. Give them the support they need to feel comfortable in taking the stage to speak out.

Recognize and Celebrate Women’s Accomplishments

A common way women experience inequality is through their accomplishments. We chastise them for self-promotion, when instead, we should be highlighting their credentials and accomplishments. Not only that, we are selective on what we see as accomplishments. Having a baby is not celebrated the same way as receiving a promotion. Make a point to celebrate ALL the wins for women, no matter how big or small.

Gender inclusivity takes more than just speaking out against inequality, it’s about changing our behaviors. When we start to recognize our behaviors and make a positive change, we are one step closer to a more inclusive world.

Celebrate International Women’s Day with Coeus Creative Group on Monday, March 8^th! Tag us in your IWD photos holding up a hand showing that you #choosetochallenge.

By Madison Bennett and Michelle McGrann

The post #ChooseToChallenge – Challenging Gender Bias and Inequality appeared first on Coeus Creative Group, LLC.

Working from home seems pretty great— you can put in a load of laundry in between tasks, or while on a call, make your favorite cup of coffee, and even wear joggers! However, as nice as it might seem, the long-term effects of working in a digital world can take a mental toll.

Do you dread having to put on a “happy face” for yet another zoom meeting or virtual happy hour? Do you get to the end of the workday and feel like you didn’t actually get anything done? Does there seem to be an expectation to work or respond after hours or on the weekend?

If you said yes to any of those questions, you are probably experiencing mental fatigue and the signs of burnout. You are not alone in this and we have four ways to prevent and combat mental fatigue.

     1) Log Off

I know it seems counterintuitive, especially now that the main way of socializing and working is all online, but you have to log off.

Your focus is constantly being pulled in 100 directions if you don’t log out of your email, Slack, and/or social media. Although the little ping of a notification may take only a minute to respond to, you still have the mental hit of your focus being redirected back to work issues and away from resting and disconnecting.

A lot of people justify being online 24/7 because it is part of the job. Having a job in social media or digital work can feel like we need to be online all the time to do our work, when in reality we are just scrolling endlessly. Unplugging gives your brain a chance to rest, be more creative, and productive.

     2) Boundaries

Sorry was I on mute? Let me say it a little louder for the people in the back — BOUNDARIES! Remote work has obliterated any normal separation of work and home. We now take video calls from our living rooms, bedrooms, or work side by side with our spouse. Some have to watch their children and make sure the dog doesn’t eat out of the trashcan, all while trying to get their own work done.

Boundaries are a way of protecting yourself and giving others the chance to respect what you need. If you do not communicate your boundaries, people may not know they are causing you undue stress and burden. Be honest and inform people what you can and cannot do.

Use out of office replies when you need to let people know when you are not immediately available. Tell your team what your workday hours are and don’t feel obligated to work past or on the weekend, even if others are working non-standard hours. Set boundaries with your audience as well — have an automatic response set on your social media that says they will receive a response during workday hours.

Setting boundaries allows you to work better, not necessarily “less.”

     3) Take a Break

Don’t fall into the trap that because your work and home life are blended that you are obligated to work nonstop. Endless work does not necessarily mean good or effective work.

Reframe how you view rest: I shouldn’t work to rest; I rest so that I can work. Your car can’t run on an empty tank and neither can you. This means stepping away, taking a walk, working out, reading a book, calling a friend, doing something that brings you joy. If you work a computer-based job like me, simply stretching or getting my body moving makes me feel 1000 times better.

Schedule breaks into your day. A lot of people swear by the Pomodoro Technique. Set a timer for 25 minutes and work without any distractions on one task — no social media, bouncing tasks, just focus. At the end of 25 minutes, you take a 5-minute break. It can be whatever you like: get up and walk around, check your phone, get a cup of tea. Repeat this four times and then take a longer break, 15–30 minutes.

I know what you are thinking…how can I take that many breaks in a day? But notice how much time is wasted in task switching and checking on every notification. Using a technique that keeps you in a state of deep work will actually produce better and more focused work. Find a method that works for you and stick to it!

     4) It is OK to Not be OK

We are all going through a lot this year. It is perfectly normal to not feel 100% every day. Acknowledge that your feelings are valid. You don’t have to fake positivity. Do what you need to take care of yourself and find what kind of self-care works for you. Take a mental health hour, day, or weekend when needed. Talk to people about what you are going through and keep your network and loved ones around you.

Forgive yourself for the things you can’t do at the end of the day. Allow yourself to prioritize what really matters and don’t suffer in silence. If therapy could be beneficial, seek out a therapist you can trust.

We are in this together. Please let us know if any of these strategies help you navigate digital work and share any of the strategies you love to use on a daily basis. As always you can connect with us @coeuscg on LinkedIn, Instagram, Facebook, and Twitter!

The post 4 Ways to Combat Mental Fatigue in the World of Digital Work appeared first on Coeus Creative Group, LLC.

As we approach the holiday season, businesses are trying to better understand consumer buying decisions. This year has brought a lot of uncertainty and the landscape of consumer behavior has changed in response to the situation in 2020. The retail sector this year alone has encountered challenges from tariffs, an approaching recession, government-mandated closures, supply chain issues, to a growing shift of reliance on e-commerce or retail delivery due partially to the pandemic. If you include the fact that the largest growing group of consumers is Generation Z and their preference for e-commerce, in addition to socially conscious shopping, the retail industry has really needed to be agile this year.

We believe that the key to better understanding consumer behavior is to recognize that consumers are people. To many economists, consumers are just data points on spreadsheets and analytic reports. While data can be an important tool, understanding the why behind the data can help businesses and individuals make better decisions this season. At Coeus Creative Group, people and their behavior are our specialties. We use several behavioral science areas such as psychology, neuroscience, emotions, cultural and social factors, and others to help understand and predict how consumers behave.

6 Consumer behaviors to be aware of and strategies to take:

1. Purpose-Driven Shoppers

Research shows that people are increasingly using their buying power for the greater good. This is partly being driven by Millennial and Generation Z shoppers, who prefer socially conscious shopping. Businesses can stand out by drawing attention to things such as minority-owned, women-led, cause-focused, or charitable giving initiatives. Now is the time to showcase the meaningful products that you sell; feature items that are made from recycled products, sustainably sourced materials, organically made, or simply one of a kind locally made items.

2. Early Shopping

Typically, people wait for Thanksgiving to put up their holiday decorations. This year, we are seeing people exhibiting this behavior immediately following Halloween. Most likely, people are going to actively engage in holiday purchasing in the same fashion. The pandemic is causing shoppers to rethink traditions and regular shopping plans. Many people are planning to start their holiday shopping early to avoid the big crowds. Budgets are tight everywhere right now, so consumers are becoming more competitive shoppers resulting in 87% of consumers comparing product prices across various sellers.

3. Available Near Me

Global searches for “available near me” grow more than 100% each year. Most people are doing their product research online in advance before even stepping foot into a store. While consumers might do their product research at big box store websites, they likely support their local business when purchasing. Make sure your product listings and inventories are up to date on your website. This will allow the item customers they are seeking to come up in an “available near me” search, leading them to your site. Given the continuing uncertainty, have processes in place for easy online ordering, pick up in-store, or car-side delivery; make your customers feel safe and secure if they choose to shop with you.

4. Virtual Storefront

As we talked about above, people are taking the time to do their research. In fact, more than 50% of shoppers research products before buying them, meaning details matter. It is critical to have your products listed on your virtual storefront with solid descriptions, while also focusing on their attributes, options, and listing any kind of promotions. Consumers want to make sure that they know as much as possible about the products before purchasing them and will be attracted to those with the most information available.

5. Something New or Different

Influencers exist for a reason, as social proof is becoming stronger and stronger. Consumers do not want to buy products just to later find out it is junk. They know websites are only going to say good things about their products or services, so they are looking to see what other consumers are saying. This doesn’t just apply to e-commerce, as 67% of shoppers look up product information and reviews while shopping in-store. Strong product ratings and authentic reviews will positively impact the buyer’s choice.

6. Digital Newbies

The pandemic this year has caused a massive shift in consumer behavior, forcing many people to start moving to online shopping. These new consumers have been “stuck at home” for nearly nine months now with limited ability to do traditional browsing in physical stores. They are looking to make their homes more unique, as thousands of people are ordered to work and go to school from home. Now is the time to promote your products that are perfect to spruce up the home office or unique items for stress relief, relaxation, and comfort.

It’s important to keep in mind that consumers this holiday season are managing more personal stress, financial strain, and anxiety about future uncertainties than usual. They want smooth processes, friendly and helpful service, and to know that in-person facilities are safe. Much like most people’s usual holiday traditions and plans have changed, so have their buying habits.

If retail sector holiday planning (or shopping) has you stressed out, consider listening to our guided meditation here to help you relax and center yourself.

*All stats are from the 2020 Consumer Buying Behavior Report and the 2020 Shopping Research Study by Google*

The post The New Reality of Retail appeared first on Coeus Creative Group, LLC.

We all deal with toxic people who we consider difficult. But, there are specific types of humans, those who are unbearable, miserable, and just leave a bad taste in your mouth; we like to define them as toxic. While dealing with difficult people is challenging, it’s definitely doable, as they tend to have less of an impact on your life.

As we discussed in How Can I Handle Someone Who is REALLY Toxic? Part 1, there are numerous strategies that you can use to deal with toxic people. Today we are going to cover additional strategies to attempt if those listed in Part 1 just weren’t enough to deal with your difficult people situation.

Trial and Error

I have had the privilege to work and study across a variety of industries and organizations (e.g. politics, education, corporate, nonprofit, etc.). Across these different worlds, I have encountered some of the most toxic people imaginable, particularly in the field of politics. I learned quickly to manage ego’s, identify the people who needed to feel in control, and others who would ultimately stab you in the back, no matter how kind you were to them. Each separate personality required a different strategy. Sometimes, one would work, and sometimes it would not.

The reality for surviving in this environment is being able to apply the right tactic in the right situation with the right person. How can you determine this? Sometimes it’s trial and error. Why keep trying? Because if you have to remain in the situation you find yourself in, taking action to attempt to reduce the personal impact of stressors stemming from difficult people and behaviors is an act of mercy for yourself, and ultimately you are worth it.

Sometimes, People Suck

I will readily admit, some people just suck. I do my best to limit my exposure to those people and focus on controlling my reactions and own stress when I am forced to face them. In the event that it is a boss or anyone who is in a position of power, it is important to recognize the moments where we must actively create barriers, boundaries, and set expectations. If they are violated, this requires a reaction. The reaction may be to revert to leave the situation. It may also be to actively and directly correct the behavior.

The most important thing to remember here is to PLAN the response. Reacting without a plan or strategy is a surefire way to allow the limbic system to drive our behavior. Preparation and planning on how to address these breaches of our behavioral standards are essential. It allows us to plan the right tactic for the right situation, with the right amount of controlled emotion.

“It’s your heart attack.”

I often revert back to this saying. In the most extreme cases where people are completely toxic and unmanageable, it may be the best strategy to remove yourself from the situation. If someone is experiencing prolonged anxiety, stress, or a lack of psychological safety, the impacts of this outweigh the potential security of employment or staying in that environment. I know, easier said than done sometimes, but in certain cases, this is the only viable option.

I said it before and I will say it again – the only behavior that you can control is your own. As such, we need to practice Behavioral Intelligence and learn to better manage our interactions with other people. If you need additional help, feel free to reach out for individual coaching or group training options to assist you in dealing with difficult people.

The post How Can I Handle Someone Who is REALLY Toxic? Part 2 appeared first on Coeus Creative Group, LLC.

We all deal with people who we consider difficult. These are those individuals who we seemingly are just always on a different page from. While dealing with difficult people is challenging, it’s definitely doable, as they tend to have less of an impact on your life.

But, there are specific types of humans, those who are unbearable, miserable, and just leave a bad taste in your mouth; we like to define them as toxic. How do we handle those individuals? I get this question quite a lot, particularly when I’m doing a longer version of our Dealing with Difficult People training in the corporate world.

There are numerous strategies that you can use to deal with toxic people. Many depend on the individual exhibiting toxic traits, the behaviors they are displaying, and the context in which these interactions are taking place. Since the answers can be complex, we have split this article into two parts. In Part 1, we will discuss ways you can shift your mindset. In Part 2, we will look at active strategies. 

Labels

One key detriment to us being able to move beyond these challenges is our propensity to label. We often revert to the labeling of someone as a sociopath, psychopath, narcissist, etc. without an actual clinical understanding of these disorders.

Yes, people with these certifiable conditions are more challenging, however, they are a lot fewer and farther between than contemporary thought or media would have us comprehend. Selfishness, jealousy, etc. are all natural, emotional states and in some cases are necessary for evolutionary survival. These traits do not necessarily imply the “dark triad” or psychopathy. Even labels like a jerk, asshole, etc. oversimplify the situation in many cases.

If we can separate the behavior from the person, we can often identify at least one or two redeeming qualities of difficult people. Additionally, even people with these clinical conditions are human, meaning that human wiring exists. It is hard to conceptualize, but even looking at the most evil people in history, there are examples of them exhibiting pro-social behaviors. Once a behavior is separated from the person, we can examine and identify the reason the behavior exists; it changes things.

For example, most people reject bullying and would not see themselves sympathizing with a bully. However, if they learn the person who is exhibiting bullying behavior has been mistreated and abused at home, it may change the perspective. While the behavior of bullying is still reprehensible, it explains why the behavior exists and opens space for compassion to the person exhibiting the bad behavior. If we label, we negate this possibility. The person “IS” a bully and there is no space for the person to not be this way. However, when we separate and can explain where the behaviors come from, it can open the door to empathy, even with people who exhibit terrible behaviors.

Us vs. Them

Humans often have assumptions and biases that prevent them from seeing the possibility of changing the situation with someone they dislike. However, I tend to point back to one of the most compelling stories of World War 2 when the Germans and British agreed to a short truce around Christmas time in order to retrieve and bury their dead. As each side was collecting their fallen comrades, first they started to help each other bring the bodies back to each other’s side; then they started helping each other bury their dead in the frozen ground; then they started sharing a Christmas meal, exchanging gifts, etc. They agreed to shoot over each other’s heads if forced into combat and they made plans to visit each other when the war had ended.

The truce that was supposed to last for a few hours ended up lasting a few days. It only ended when commanding officers arrived and demanded they go back to killing each other or be shot for treason. It took only a few hours for trained soldiers to completely shift their mindset about people (us vs. them) who had been firing at them days before. There are a number of stories that can be shared around this neuropsychological phenomenon that demonstrates the human capacity to change their outlook on “them” in a short (and sometimes long) period of time. 

It is important to remember, the only behavior that you can control is your own. You can influence other people’s behavior, but we cannot control them. As such, we need to practice Behavioral Intelligence and learn to better manage our place in the behavioral ecosystems we live within. When you find a toxic element in your ecosystem, I am hopeful that these insights will give you a different perspective and approach to better manage them, but more importantly yourself.

Check back for Part 2 where we look at even more strategies to help you handle toxic people.

The post How Can I Handle Someone Who is REALLY Toxic? Part 1 appeared first on Coeus Creative Group, LLC.