Mohammad T Islam (BSc, MBA, MEd) - Smart Life Skills

Career and Employability Skills: Unlocking Professional Success and Career Advancement

October 2, 2024April 23, 2024 by Mohammad T Islam (BSc, MBA, MEd)

Career and employability skills are essential abilities and attributes that individuals must develop to succeed in the workplace and advance in their careers. These skills extend beyond technical expertise or academic qualifications, encompassing a wide range of competencies that are highly valued by employers across industries (Hillage & Pollard, 1998). In today’s dynamic and ever-changing job market, it is crucial to possess and continually develop Career and employability skills to maintain a competitive edge. Below is an Overview of Key Career and Employability Skills: 1.0 Communication Skills Effective communication is fundamental to professional success, as it allows individuals to convey ideas, information, and feedback clearly and professionally. Communication skills encompass a variety of forms, including verbal, non-verbal, and written communication, as well as active listening and interpersonal skills. Verbal communication involves speaking clearly and persuasively in meetings, presentations, and one-on-one conversations, while written communication requires the ability to articulate ideas through emails, reports, and other documents. Active listening ensures that individuals fully understand the message being conveyed, fostering better collaboration and reducing misunderstandings. Additionally, strong interpersonal skills facilitate positive interactions with colleagues, clients, and other stakeholders, which are vital for building relationships and promoting teamwork (Wrench et al., 2008). 2.0 Teamwork and Collaboration In today’s collaborative work environments, the ability to work effectively as part of a team is highly valued by employers. Teamwork and collaboration require individuals to work alongside colleagues, contribute ideas, and respect diverse perspectives. Successful collaboration also involves being open to feedback, resolving conflicts constructively, and supporting the team’s collective goals. As Katzenbach and Smith (1993) point out, high-performing teams are characterised by a shared commitment to achieving objectives, and individuals who can navigate team dynamics and foster a collaborative environment are critical to the success of any organisation. The ability to work well in a team also leads to increased innovation and efficiency, as different viewpoints and skill sets come together to tackle challenges. 3.0 Leadership Skills Leadership is not only about managing others but also about inspiring and motivating people to work towards common goals. Leadership skills are essential for career advancement, as they involve the ability to take initiative, make decisions, and guide others. Effective leaders exhibit qualities such as decisiveness, problem-solving abilities, and the capacity to delegate tasks appropriately (Northouse, 2018). Strong leaders also empower their teams by fostering a culture of trust, providing support, and encouraging personal and professional growth among team members. While leadership roles are often associated with managerial positions, leadership skills are valuable at all levels of an organisation, as they contribute to a positive and productive workplace culture. 4.0 Adaptability and Flexibility In an era marked by rapid technological advancements and shifting market demands, adaptability has become one of the most sought-after employability skills. Employers seek individuals who can embrace change, learn new skills quickly, and thrive in dynamic work environments. Adaptability involves the willingness to step outside one’s comfort zone and take on new responsibilities as needed. Flexibility, on the other hand, refers to the capacity to adjust one’s approach to meet the demands of different situations (Beechler & Woodward, 2009). Together, these skills enable employees to remain resilient in the face of uncertainty and to contribute effectively to the success of their organisation, even when faced with unexpected challenges. 5.0 Problem-Solving Skills Problem-solving is a core competency that is crucial in virtually every industry. It involves the ability to identify challenges, analyse root causes, and develop practical solutions. Employers value individuals who can think critically, troubleshoot issues, and make sound decisions under pressure (Dewey, 1910). Problem-solving skills are closely linked to creativity and innovation, as employees who can approach problems from multiple angles are more likely to find effective and efficient solutions. Moreover, the ability to solve problems independently reduces the need for constant supervision and allows employees to take ownership of their work, enhancing their contribution to the organisation. 6.0 Critical Thinking Critical thinking is another key skill that is closely related to problem-solving. It involves the ability to analyse information, evaluate arguments, and make informed decisions. Critical thinkers question assumptions, assess evidence, and approach problems with a logical and analytical mindset. In today’s complex and fast-paced work environments, the ability to think critically is essential for making strategic decisions and driving innovation (Facione, 2011). Employees who can apply critical thinking skills to their work are more likely to identify opportunities for improvement, foresee potential challenges, and make sound judgments that benefit the organisation. 7.0 Time Management and Organisation Strong time management and organisational skills are critical for maximising productivity and ensuring that tasks are completed on time. Effective time management involves setting priorities, creating schedules, and adhering to deadlines, while organisational skills refer to the ability to manage resources, including time, materials, and information, efficiently (Macan et al., 1990). Employers value individuals who can balance multiple responsibilities without sacrificing the quality of their work. Those who demonstrate good time management are often perceived as reliable, responsible, and capable of handling greater levels of responsibility within the organisation. 8.0 Digital Literacy In the digital age, proficiency with technology is no longer optional; it is essential for success in many career paths. Digital literacy includes the ability to use computer software, navigate the internet, and understand data analysis. As new technologies continue to emerge, employees must also demonstrate the ability to adapt to and integrate these tools into their work processes. Digital literacy is particularly important in industries that rely on data-driven decision-making and automation (Martin, 2006). Furthermore, as remote work and virtual collaboration become more prevalent, the ability to use digital tools effectively has become a critical component of employability. 9.0 Professionalism Professionalism encompasses a range of behaviours and attributes that reflect an individual’s commitment to ethical standards and workplace etiquette. This includes qualities such as integrity, reliability, accountability, and respect for others (Sullivan, 2005). Demonstrating professionalism in the workplace not only enhances one’s reputation but also fosters a positive work environment. Employers value employees who are dependable, punctual, and respectful in their … Read more

Intersectional Feedback: The Art of Providing Feedback in Diverse Workplaces

August 18, 2025April 17, 2024 by Mohammad T Islam (BSc, MBA, MEd)

In the modern workplace, diversity and inclusion are not just moral imperatives but also strategic advantages. As organisations become increasingly global and heterogeneous, managers and leaders are tasked with ensuring that performance management and feedback processes are both inclusive and equitable. One approach that has gained significant attention is intersectional feedback, which considers the multiple, overlapping dimensions of identity—such as race, gender, class, sexuality, and disability—that shape an employee’s experiences. Coined by Crenshaw (1989), the concept of intersectionality highlights that individuals face unique experiences of privilege or disadvantage depending on how their identities intersect. Applying this framework to workplace feedback ensures that managers do not reduce employees to single categories (e.g., “female” or “Black”) but instead consider how multiple identities interact to influence performance, challenges, and opportunities. This article explores the principles of intersectional feedback, discusses its relevance in diverse workplaces, and provides strategies for implementation. 1.0 Recognise Diversity The first step in delivering effective intersectional feedback is to acknowledge diversity. Each employee brings a unique set of identities and lived experiences that shape how they approach work, interact with colleagues, and respond to feedback. According to Hancock (2007), intersectionality requires moving beyond simple identity categories and recognising the complex, interlocking systems of privilege and oppression that individuals navigate. For instance, a woman of colour in a leadership role may experience challenges that differ from those faced by white female leaders or men of colour. Recognising this complexity helps managers avoid a “one-size-fits-all” approach to feedback. 2.0 Be Inclusive Creating an inclusive environment is essential to ensure employees feel safe and supported during feedback conversations. Bell (1997) argues that organisations often underestimate the impact of systemic racism and exclusion, which can make employees hesitant to share their perspectives. Leaders must therefore foster a culture of psychological safety, where employees feel they can openly discuss their experiences without fear of stigma or retaliation. Inclusive feedback involves active listening, respecting employees’ identities, and validating their lived experiences. According to the CIPD (2021), inclusive feedback also strengthens engagement and reduces turnover by signalling that all employees are valued. 3.0 Consider Context Intersectional feedback requires attention to context. Employees’ performance and workplace experiences cannot be separated from the structural inequalities that shape them. For example, research by Bowleg (2008) shows that Black lesbian women often encounter challenges that cannot be fully understood by analysing race, gender, or sexuality in isolation. When providing feedback, managers must consider whether an employee’s performance barriers stem from systemic factors such as bias in team dynamics, lack of accessible resources for employees with disabilities, or cultural exclusion. Contextual awareness ensures feedback is both fair and constructive. 4.0 Avoid Assumptions A critical element of intersectional feedback is avoiding stereotypes and assumptions. As Hill Collins (2015) notes in Black Feminist Thought, stereotypes often reinforce unequal power dynamics and delegitimise the contributions of marginalised employees. Instead of relying on assumptions, managers should base feedback on observable behaviours, actions, and outcomes. For instance, assuming that women are less assertive or that employees from minority backgrounds lack leadership potential can bias feedback and limit career progression opportunities. Focusing on evidence-based assessment reduces subjectivity and supports equity. 5.0 Tailor Feedback Feedback should be specific, actionable, and tailored to the employee’s unique circumstances. Bilge (2009) argues that intersectionality acknowledges the situatedness of identity—meaning that feedback strategies must adapt to different contexts. For example, a working mother in a demanding role may benefit from tailored feedback that acknowledges her dual responsibilities, alongside practical support such as flexible working arrangements. Similarly, employees navigating workplace exclusion may need feedback delivered in a way that emphasises support and growth rather than criticism. 6.0 Be Empathetic Empathy is a cornerstone of effective intersectional feedback. As Hooks (2000) reminds us, empathy allows managers to move beyond transactional interactions to genuine human connection. Demonstrating understanding towards employees facing systemic barriers validates their struggles and creates trust. Empathy does not mean lowering expectations but rather recognising the additional hurdles employees may face. For example, employees from underrepresented groups may encounter microaggressions or bias that affect confidence. Acknowledging these experiences while offering constructive support demonstrates both fairness and compassion. 7.0 Offer Resources Feedback should not only highlight areas for improvement but also connect employees to resources and support systems. Carter (2011) emphasises that structural inequalities often require institutional responses, such as mentorship, training, and professional development opportunities. Practical resources may include: Mentorship programmes for underrepresented employees. Employee resource groups (ERGs) for networking and support. Tailored development opportunities such as leadership training for minority groups. Providing resources transforms feedback into an actionable tool for empowerment rather than a critique. 8.0 Continuous Learning Delivering intersectional feedback requires ongoing education and reflection. According to Cho, Crenshaw and McCall (2013), intersectionality is not just a theory but a praxis—a practice that demands continuous learning, self-examination, and adaptation. Managers should stay informed on issues of diversity, equity, and inclusion (DEI) and seek input from employees to refine their approaches. This might involve training programmes on unconscious bias, attending workshops on cultural competence, or engaging in dialogue with diverse colleagues. As the workforce evolves, so too must leaders’ understanding of intersectionality. 9.0 Lead by Example Finally, leaders must model inclusive behaviour. Davis (2008) argues that leadership grounded in equality and respect sets the tone for organisational culture. Leaders who demonstrate openness, humility, and respect signal that intersectionality is valued within the workplace. This involves more than rhetoric—it requires embedding inclusion into policies, practices, and daily interactions. Leaders who give feedback through an intersectional lens demonstrate that equity is not just aspirational but actionable. 10.0 Organisational Benefits of Intersectional Feedback Adopting an intersectional approach to feedback benefits both employees and organisations. Research shows that diverse and inclusive workplaces outperform their peers in innovation, engagement, and financial performance (McKinsey, 2020). Intersectional feedback contributes to these outcomes by: Enhancing employee engagement through recognition of identity and context. Supporting talent retention by ensuring fair and constructive development opportunities. Driving innovation, as diverse perspectives are validated and encouraged. Strengthening organisational culture, by modelling equity and … Read more

Servant Leadership: A Philosophy for People-First Leadership

August 28, 2025April 1, 2024 by Mohammad T Islam (BSc, MBA, MEd)

In today’s rapidly evolving business landscape, leadership styles continue to adapt in response to organisational needs, employee expectations, and societal changes. Among the many leadership philosophies, servant leadership stands out as a distinctive and people-first approach. Developed by Robert K. Greenleaf in the 1970s, servant leadership emphasises that the most effective leaders are those who begin with a desire to serve others before leading. Unlike traditional models of leadership that prioritise authority, control, or personal advancement, servant leadership focuses on the growth, well-being, and empowerment of team members. By creating cultures of empathy, trust, and collaboration, servant leaders help individuals and organisations to flourish. 1.0 The Origins of Servant Leadership The origins of servant leadership can be traced to Greenleaf’s influential essay The Servant as Leader (1970). Greenleaf’s philosophy was a response to hierarchical, power-driven models that had dominated management thought, such as Taylor’s scientific management (1911) and Weber’s bureaucratic theory (1947). Greenleaf (1977) argued that true leadership grows from the natural feeling of wanting to serve first, and only afterwards does the conscious choice to lead emerge. This was a radical departure from traditional perspectives, which often equated leadership with authority and command. Instead, Greenleaf introduced a vision of leadership rooted in ethical responsibility, care for others, and community building. His ideas have since influenced diverse sectors, from business to education, healthcare, and non-profit organisations (Spears, 1996). 2.0 Key Characteristics of Servant Leadership Servant leadership is grounded in a number of core characteristics that differentiate it from other models. These include empathy, humility, selflessness, empowerment, and vision. 2.1 Empathy Empathy lies at the heart of servant leadership. Servant leaders seek to understand and share the perspectives, challenges, and aspirations of their team members. Spears (1996) identifies empathy as a cornerstone of Greenleaf’s philosophy, allowing leaders to listen actively and respond with compassion. Empathy strengthens trust and psychological safety within teams, encouraging openness and collaboration. When employees feel understood, they are more engaged and committed (George et al., 2007). By practising empathy, servant leaders treat individuals not just as employees but as whole persons with unique needs and aspirations, thereby fostering loyalty and deeper organisational commitment. 2.2 Humility Another defining trait is humility. Servant leaders acknowledge their limitations, accept constructive feedback, and prioritise collective achievement over personal recognition. As Sendjaya, Sarros, and Santora (2008) explain, humility reflects an orientation toward shared leadership and collaboration, rather than domination. This is in contrast with authoritarian or charismatic leadership models, where the leader’s personality often dominates the organisation (Bass, 1990). Servant leaders, by contrast, lift others up, ensuring that success is attributed to the team rather than the individual leader. Humility thereby nurtures inclusive and sustainable cultures. 2.3 Selflessness Selflessness is central to the servant leader’s philosophy. Servant leaders consistently place the needs of others above their own, sometimes sacrificing personal recognition or material gain in order to promote collective growth. Greenleaf (1977) noted that leaders must commit to the long-term development of people and communities, even when it requires personal sacrifice. Selfless leadership builds trust, signalling to employees that their leader genuinely prioritises their welfare. Trust, in turn, fosters higher job satisfaction, loyalty, and reduced turnover (Liden et al., 2008). 2.4 Empowerment Empowerment is a hallmark of servant leadership. Instead of centralising authority, servant leaders delegate responsibilities, provide resources, and encourage autonomy. Barbuto and Wheeler (2006) argue that empowerment increases employees’ sense of ownership, creativity, and accountability. By trusting their team members and encouraging initiative, servant leaders cultivate a learning-oriented culture where individuals feel free to experiment and innovate. Empowerment also contributes to resilience, as responsibility is distributed across the organisation rather than concentrated at the top. 2.5 Vision While servant leaders prioritise people, they also possess a compelling vision that unites individuals around shared goals. Sipe and Frick (2009) argue that servant leaders must balance service to individuals with a strategic sense of direction, ensuring that the organisation adapts to future challenges. By articulating a vision grounded in values such as inclusivity, fairness, and sustainability, servant leaders inspire employees to connect their personal goals to the broader mission of the organisation. This dual focus—on service and vision—distinguishes servant leadership from purely transactional or laissez-faire approaches. 3.0 The Impact of Servant Leadership A growing body of research highlights the positive organisational outcomes associated with servant leadership. 3.1 Employee Engagement and Satisfaction Servant leadership is strongly correlated with higher employee satisfaction and engagement. Liden et al. (2008) found that servant leadership enhances organisational citizenship behaviours, where employees go beyond their job descriptions to support the collective good. By prioritising well-being and development, servant leaders foster loyalty and morale. 3.2 Organisational Performance Empowered employees tend to be more innovative and productive. Van Dierendonck (2011) argues that servant leadership promotes a climate of trust and fairness, which enhances collaboration and performance. Unlike transactional leaders, who motivate primarily through rewards and punishments, servant leaders cultivate intrinsic motivation rooted in shared purpose. 3.3 Ethical and Sustainable Practices Because servant leadership emphasises ethical responsibility and community service, it aligns closely with contemporary calls for corporate social responsibility (CSR) and sustainability (Eva et al., 2019). Servant leaders encourage organisations to operate in ways that benefit society, not just shareholders. This long-term perspective strengthens organisational reputation and resilience. 4.0 Criticisms and Challenges While servant leadership has many strengths, scholars have also identified challenges. Some argue that it can be idealistic, particularly in competitive industries that prioritise rapid results (Andersen, 2009). Others caution that excessive focus on serving employees may lead to neglect of shareholder interests or strategic priorities. However, proponents counter that servant leadership is not about abandoning organisational performance but about achieving it through people-first practices. By empowering employees, organisations can achieve both human flourishing and long-term success. 5.0 Servant Leadership in the Modern Workplace In today’s globalised, technology-driven environment, servant leadership remains highly relevant. The rise of remote work, diversity, and employee well-being initiatives underscores the need for leaders who prioritise trust and inclusivity. As workplaces become more collaborative and less hierarchical, the servant leadership model provides … Read more

How to Create a Conducive Workspace for Focused Work?

September 19, 2024March 24, 2024 by Mohammad T Islam (BSc, MBA, MEd)

In today’s fast-paced world, the ability to focus on tasks without distractions is more important than ever. Whether working from home, an office, or a shared space, creating an environment conducive to focused work can significantly boost productivity. A well-structured workspace can help minimise distractions, maintain concentration, and enhance overall performance. This article outlines several strategies for setting up a conducive workspace. 1.0 Choose the Right Location The first and perhaps most critical step in creating a conducive workspace is choosing the right location. A well-chosen spot can make a significant difference in reducing distractions and interruptions. Ideally, you should select a quiet and comfortable area within your home or office, where you can work without disturbances. The location should also allow you to concentrate for extended periods. Factors such as lighting, noise levels, and accessibility are crucial considerations. Environmental factors can significantly impact work performance, so it is essential to find a space that is both serene and practical (Pinder, 2014). For instance, working near a window allows you to benefit from natural light, which can improve focus and elevate your mood (Fielding, 2016). 2.0 Organise Your Space A cluttered workspace can be highly distracting. Visual distractions like piles of paperwork or miscellaneous items can hinder your ability to concentrate, resulting in reduced productivity. To keep your space tidy, invest in storage solutions such as shelves, drawers, and organisers. These can help neatly arrange your supplies and materials, reducing visual clutter and freeing up your mind to focus on the tasks at hand (McEwan, 2021). Consider implementing a regular cleaning routine to maintain a neat workspace. A quick tidy-up at the end of each day can prevent clutter from accumulating, creating a fresh, organised environment for the following day. 3.0 Optimise Lighting Proper lighting is essential for maintaining focus and preventing eye strain. Natural light is the most beneficial as it enhances mood and boosts energy levels (Hoffman & Esselstyn, 2019). However, if natural light is not available, you can use adjustable desk lamps or overhead lighting to create a bright and comfortable work environment. For optimal results, ensure that the lighting in your workspace is evenly distributed. Avoid harsh glare or overly dim settings, as these can strain your eyes and reduce your ability to focus. Adjustable lamps are particularly useful as they allow you to modify the brightness depending on the time of day or the task you are working on (Pinto & Ritchie, 2020). 4.0 Minimise Noise Noise is one of the most common distractions in any workspace. Whether it’s the sound of traffic, conversations, or other background noise, disruptions can easily break your focus and reduce productivity. Utilising noise-cancelling headphones or playing soft instrumental music or white noise can mask distractions and maintain concentration (Carr & Steinberg, 2018). If you prefer a quiet environment, consider using earplugs or noise-cancelling technology to create a more serene workspace. Alternatively, some individuals find that playing ambient sounds or non-distracting music helps them maintain focus. Finding the right sound environment depends on your personal preferences and work style (Thompson, 2017). 5.0 Set Up Ergonomic Furniture Comfort is a key factor when it comes to long periods of focused work. Poor ergonomics can lead to discomfort and even physical pain, which in turn distracts from productivity. Investing in a comfortable chair and an ergonomic desk setup is essential (Buckle & Devereux, 2002). Ensure that your chair supports your lower back and that you can sit with your feet flat on the floor. Adjust the height of your desk and monitor to maintain a neutral posture, preventing unnecessary strain on your neck, shoulders, and wrists. An ergonomic setup not only improves comfort but also allows you to work for longer periods without discomfort (Bridger, 2009). 6.0 Personalise Your Space Your workspace should be an environment that motivates and inspires you. Personalising it with items that reflect your personality, and preferences can make the space feel more welcoming and energising. Adding items such as plants, artwork, or motivational quotes can create a more enjoyable atmosphere. Plants, in particular, can improve air quality and promote a sense of calm (Dijkstra, 2015), while visual cues such as artwork or inspirational quotes can provide mental stimulation and encouragement. 7.0 Establish Boundaries One of the biggest challenges of maintaining focus is dealing with interruptions from others. Establishing boundaries with those around you, whether at home or in the office, is crucial to preserving uninterrupted work time. Communicating your need for focused work and setting clear expectations regarding when and how you can be interrupted is important (Rodgers & Rothstein, 2021). At home, this might involve creating a signal, such as closing the door or using a “do not disturb” sign, to indicate when you’re engaged in deep work. In an office environment, setting boundaries might involve blocking out specific times on your calendar for focused tasks or wearing headphones to signal that you do not wish to be disturbed. 8.0 Create a To-Do List A well-organised to-do list can help you stay on track and prevent distractions. By outlining the tasks, you need to complete and prioritising them, you can focus on the most critical items first. Using a to-do list not only keeps you organised but also provides a clear structure for your day (Isaac & Hill, 2015). Checking off completed tasks gives you a sense of accomplishment and motivation to continue working through the list. 9.0 Take Regular Breaks While it may seem counterintuitive, taking regular breaks is essential for maintaining productivity. Continuous work without rest can lead to burnout, fatigue, and reduced focus. Short breaks allow your mind to rest and recharge (Kreitzer & Goyal, 2019). Whether it’s stretching, walking, or simply stepping away from your desk, a break can reinvigorate your concentration and creativity. Scheduling these breaks throughout your day will help you maintain focus and avoid exhaustion. 10.0 Practice Mindfulness Mindfulness is an excellent tool for enhancing focus and reducing stress in the workplace. Incorporating mindfulness techniques such as deep … Read more

Mentoring: A Powerful Catalyst for Career Success

September 20, 2024March 24, 2024 by Mohammad T Islam (BSc, MBA, MEd)

Mentoring is a dynamic and impactful relationship in which a more experienced or knowledgeable person, the mentor, guides, advises, and supports a less experienced or knowledgeable individual, commonly known as the mentee or protégé. This collaborative relationship is rooted in mutual trust, respect, and a shared commitment to the mentee’s personal and professional growth (Fletcher, 2008). The profound influence of mentoring in shaping careers, providing guidance, and helping individuals navigate the complexities of professional life cannot be overstated. Its role as a catalyst for career success is both widespread and multifaceted. As the modern workplace evolves, mentoring continues to prove invaluable in nurturing talent, fostering innovation, and helping individuals realise their full potential. In fact, numerous studies and anecdotal evidence point to the positive outcomes mentoring brings to both mentors and mentees. This expanded discussion delves deeper into the various ways mentoring serves as a crucial tool for career success, drawing on key points from existing research and practical examples. 1.0 Guidance and Advice At the heart of any successful mentoring relationship is the ability of the mentor to offer valuable guidance and advice. Mentors, having navigated similar paths and encountered a range of professional challenges, can provide insights that would be difficult for mentees to acquire on their own. This transfer of knowledge and expertise helps mentees make informed career decisions, avoid common pitfalls, and capitalise on emerging opportunities (Kram, 1985). For example, a mentor might guide a mentee through the process of making a career transition or taking on a new leadership role. The mentor’s experience in similar situations can be invaluable in helping the mentee prepare for challenges, anticipate possible outcomes, and implement strategies for success. Such real-world advice can accelerate a mentee’s progress, preventing the trial-and-error learning that often characterises early career stages. 2.0 Skill Development Another crucial aspect of mentoring is its role in skill development. Mentors help mentees hone both technical and soft skills, ensuring they are well-equipped to meet the demands of their profession. Technical skills, which are often specific to the industry or job, can be shared through hands-on guidance and the mentor’s expertise in the field. Meanwhile, soft skills, such as communication, leadership, problem-solving, and emotional intelligence, are equally important for career advancement and are often developed through observation, feedback, and practice (Ragins & Cotton, 1991). A mentor might also expose their mentee to new ways of thinking, encourage critical analysis, and push them out of their comfort zone to take on more complex tasks. These experiences cultivate the mentee’s confidence in their abilities while broadening their skill set. The personal growth that results from mastering these new skills is a clear indicator of the value mentoring adds to professional development. 3.0 Networking Opportunities One of the most tangible benefits of having a mentor is access to networking opportunities. In many industries, building a strong network is essential for career growth, as it provides individuals with valuable connections that can lead to new job opportunities, collaborations, and mentorships of their own. Mentors, often well-established in their fields, can facilitate introductions to influential professionals, recommend mentees for specific projects, or invite them to important industry events (Higgins & Kram, 2001). Such exposure not only broadens the mentee’s professional network but also builds their reputation within the industry. Mentors might even advocate for their mentees, opening doors to promotions or career shifts that might otherwise be inaccessible. Networking, when facilitated by a mentor, becomes a more targeted and efficient process, enhancing career prospects significantly. 4.0 Confidence Boost A key psychological benefit of mentoring is the confidence boost it provides to mentees. Having a mentor who believes in their abilities and offers unwavering support is invaluable, especially during times of self-doubt or uncertainty. Confidence is a crucial trait for success, as it empowers individuals to step outside their comfort zones, take calculated risks, and pursue ambitious goals (Eby et al., 2013). For example, a mentee may hesitate to apply for a promotion or take on a leadership role due to doubts about their qualifications or readiness. A mentor can help dispel these fears by offering reassurance and validating the mentee’s strengths. This support fosters resilience and self-assurance, enabling the mentee to face challenges with a positive mindset and the belief that they can overcome obstacles in their career path. 5.0 Career Planning One of the most strategic benefits of mentoring is the role mentors play in helping mentees plan their careers. Mentors assist mentees in setting both short- and long-term goals, developing career roadmaps, and aligning these goals with their individual strengths, interests, and values (Allen et al., 2004). Career planning is an ongoing process that requires reflection, adaptation, and foresight, and having a mentor to guide this process ensures that mentees make informed and deliberate decisions. A mentor’s objective perspective can also be beneficial in identifying opportunities for professional growth that the mentee may have overlooked. This may include pursuing additional qualifications, gaining experience in specific areas, or exploring alternative career paths. By helping the mentee set realistic yet ambitious goals, the mentor provides a framework within which the mentee can work towards sustainable career success. 6.0 Professional Growth and Lifelong Learning Mentoring fosters a culture of continuous learning and professional development. Through ongoing dialogue, feedback, and reflection, mentees can evaluate their progress and identify areas for improvement. This learning process is not limited to technical skills or specific job functions but also encompasses broader aspects of professional growth, such as ethical decision-making, self-awareness, and adaptability (Fagenson-Eland et al., 2006). As industries and job markets evolve, professionals need to keep their skills and knowledge up-to-date. Mentors can play a critical role in encouraging mentees to pursue lifelong learning, whether through formal education, professional development courses, or self-directed learning. This focus on continuous improvement ensures that mentees remain competitive in an ever-changing professional landscape. 7.0 Accountability Another important function of mentors is to hold their mentees accountable for their goals and commitments. Mentors provide the structure and discipline needed for mentees to stay … Read more

Upskilling Versus Reskilling: Essential Strategies for Career Advancement

September 19, 2024March 24, 2024 by Mohammad T Islam (BSc, MBA, MEd)

In today’s rapidly evolving job market, the concepts of upskilling and reskilling have emerged as fundamental strategies for career advancement and professional development. Both strategies involve the acquisition of new skills, yet they serve different purposes and cater to distinct career needs. Upskilling typically involves enhancing or acquiring new skills within one’s existing field, while reskilling entails learning entirely new skills to shift to a different industry or role. As the global economy becomes increasingly influenced by technological advancements, automation, and shifting labour market dynamics, understanding when and how to implement upskilling or reskilling strategies is vital for maintaining career longevity and success. This article explores these two critical career strategies in detail, offering insights into their significance, applications, and best practices. 1.0 Upskilling Definition Upskilling refers to the process of improving existing skills or acquiring new competencies within the same profession or industry. It typically involves staying updated with the latest industry standards, technologies, and best practices to enhance one’s current role. Upskilling enables professionals to maintain relevance in their field and respond effectively to new challenges and opportunities (Lewis, 2017). Objective The primary objective of upskilling is to deepen expertise and expand knowledge in a particular field, allowing professionals to perform their roles more efficiently and remain competitive. In industries that are rapidly evolving due to technological advancements, upskilling provides a means of keeping up with changes that affect the way tasks are performed. For example, the adoption of artificial intelligence (AI) and machine learning across various industries has created a need for professionals to gain new technical skills to remain competitive in their jobs (McKinsey & Company, 2020). Example A software engineer learning new programming languages or frameworks to stay relevant in the ever-changing world of software development is a prime example of upskilling. By taking courses in advanced coding techniques or acquiring certifications in cloud computing, a software engineer can enhance their performance and contribute more effectively to their organisation’s objectives. The continuous improvement of skills also allows for better job performance and opportunities for promotion or lateral movement within the industry. Importance of Upskilling Technological advancements are transforming many industries, necessitating continuous skill development. In a study by Deloitte (2019), the majority of professionals surveyed acknowledged that upskilling is essential for long-term career sustainability. Upskilling enables professionals to: Stay current with technological advancements: As new technologies emerge, professionals who continuously learn new skills can adapt more quickly and integrate these technologies into their work. Enhance productivity: Upskilling can lead to improved performance, efficiency, and job satisfaction. For instance, mastering new software tools can reduce the time spent on manual tasks, thereby increasing productivity. Increase job security: Professionals who continuously upskill are more likely to secure their current positions and become valuable assets to their employers. Open doors for promotion: Upskilling can provide employees with the knowledge and skills required for leadership roles or other higher-level positions within their organisations (Deloitte, 2019). Strategies for Effective Upskilling To successfully upskill, individuals should follow a structured approach: Identify key skills: Professionals should research the skills that are in high demand in their industry. Reports by industry analysts, professional networks, and job postings are valuable resources for identifying critical skills (Bersin, 2021). Engage in continuous learning: Lifelong learning is essential in today’s fast-paced job market. Online courses, certifications, and workshops are accessible resources that offer up-to-date training on relevant skills. Practical application: It is essential to apply newly acquired skills in real-world scenarios to reinforce learning. Applying these skills not only strengthens knowledge but also demonstrates competence to employers (ILO, 2020). 2.0 Reskilling Definition Reskilling is the process of learning new skills to transition into a different role or industry. This often occurs in response to technological advancements or shifts in market demand that make certain job roles obsolete. Reskilling enables workers to adapt to new job requirements by equipping them with the skills needed in growing industries or sectors. According to the World Economic Forum (2020), over one billion people will need reskilling by 2030 due to advances in technology and changing work environments. Objective The objective of reskilling is to prepare individuals for career transitions or new roles in different sectors by addressing skills gaps. Reskilling is particularly important in sectors where automation or economic changes may lead to the displacement of workers. As industries such as manufacturing and retail become increasingly automated, employees must learn new skills to transition into roles that require human input and creativity (Bessen, 2019). Example A typical example of reskilling is an administrative assistant transitioning into a role in digital marketing. By learning about social media strategies, content creation, and online advertising, the individual can pivot from an administrative role to a growing field with increased opportunities. The existing organisational skills of the administrative assistant remain relevant, but new skills in marketing are added to meet the demands of the new role. Importance of Reskilling The modern workforce requires adaptability due to constant shifts in the economic landscape and rapid technological changes. Reskilling offers several advantages: Career flexibility: Reskilling enables individuals to transition into new roles that may offer better growth opportunities, even if they are in different industries. Employment security: Workers in declining industries or roles can mitigate the risk of unemployment by reskilling for jobs in sectors that are growing or in demand. Increased employability: By gaining new skills in industries with high demand, professionals become more attractive to employers looking for fresh talent with specialised skills (European Commission, 2020). Strategies for Effective Reskilling Reskilling requires a strategic approach: Market research: It is crucial to understand which industries are experiencing growth and where the demand for new talent is highest. Analysing industry trends and market needs will help individuals identify the best opportunities for reskilling. Skill mapping: Identifying transferable skills that can be applied in new roles is essential. For instance, communication and problem-solving skills may be relevant in both administrative and digital marketing roles. Training and education: Formal education, such as training programmes and certifications, is often … Read more

Functional Skills: Literacy, Numeracy and ICT for Life, Work, and Education

September 8, 2024March 24, 2024 by Mohammad T Islam (BSc, MBA, MEd)

Functional Skills encompass essential competencies in English (Literacy), Mathematics (Numeracy), and Information & Communication Technology (ICT) that empower individuals to operate confidently, effectively, and independently in various aspects of life, work, and education. Functional Skills are also referred to as Essential Skills, Fundamental Skills, Key Skills, or Core Skills (Smith, 2020). These skills are designed to be transferable and applicable in real-world situations. Functional Skills are often taught and assessed in educational settings, and they aim to equip individuals with the abilities needed to function effectively in everyday life and the workplace. 1.0 The Key Areas Covered by Functional Skills Include: 1.1 English (Literacy) 1.1.1 Reading: Comprehension, understanding, and interpreting written information. Proficiency in reading enables individuals to understand complex texts, instructions, and information, which is crucial for both personal and professional growth. Reading skills are fundamental in almost every job, from understanding safety instructions to reading and interpreting reports. 1.1.2 Writing: Communicating ideas clearly and effectively in writing. This skill involves not only the ability to construct coherent sentences but also to use appropriate language, tone, and structure. Effective writing skills are essential for creating reports, emails, and other professional documents that convey clear and concise messages. 1.1.3 Speaking Skills: Speaking skills involve clear and confident verbal communication, essential for sharing ideas, presenting information, and persuading others. Effective speaking requires organisation, tone control, and adapting messages to the audience. These skills are key in professional environments for delivering presentations, leading discussions, and contributing effectively during meetings. 1.1.4 Listening Skills: Listening skills are about actively understanding and processing spoken information. Active listening involves focusing on the speaker, avoiding interruptions, and providing feedback. This ensures that communication is clear, reduces misunderstandings, and improves teamwork. Good listeners can better respond, collaborate, and build stronger professional relationships. 1.2 Mathematics (Numeracy) 1.2.1 Using Numbers: Understanding and working with numbers in various contexts. Numeracy involves basic arithmetic, as well as the ability to work with percentages, fractions, and decimals. This is essential in everyday tasks such as budgeting, shopping, and managing finances. 1.2.2 Applying Mathematical Concepts: Applying mathematical principles to solve problems. This includes understanding concepts such as algebra, geometry, and statistics, which are often used in fields like engineering, finance, and technology. Problem-solving skills enable individuals to tackle real-world challenges effectively. 1.2.3 Interpreting and Presenting Data: Analysing and presenting information in graphical or numerical forms. The ability to interpret data from graphs, charts, and tables is crucial in many professions. It helps in making informed decisions based on statistical evidence and trends. 1.3 Information and Communication Technology (ICT) 1.3.1 Using ICT Systems: Demonstrating competence in using computer systems and software. ICT skills involve understanding how to operate various digital devices, from computers to smartphones, and using software applications effectively. This is essential in almost every modern workplace, where digital tools are integral to daily operations. 1.3.2 Finding and Selecting Information: Effectively searching for and evaluating information using digital tools. The internet is a vast resource, but finding credible and relevant information requires critical thinking and digital literacy. These skills are vital for research, staying informed, and making data-driven decisions. 1.3.3 Developing, Presenting, and Communicating Information: Creating and sharing information through digital means. Proficiency in using tools like word processors, spreadsheets, and presentation software allows individuals to produce and disseminate information efficiently. This is crucial for reporting, marketing, and collaborative projects. Functional Skills are often considered important for employability and are commonly required in job applications and vocational training (Department for Education, 2024). They focus on practical application rather than theoretical knowledge, making them relevant for individuals in various educational and professional contexts. These skills are not only beneficial for employment but also for personal development, as they enhance an individual’s ability to navigate and participate in the modern world (National Careers Service, 2024). 2.0 Importance of Functional Skills in Modern Society In today’s fast-paced and technology-driven world, Functional Skills have become increasingly important. They are fundamental to performing daily tasks efficiently and effectively. Whether it is managing personal finances, communicating in a professional environment, or using technology to enhance productivity, these skills are indispensable. 2.1 Enhancing Employability Employers highly value candidates with strong Functional Skills because they are indicative of a person’s ability to handle real-world tasks. For instance, excellent literacy skills are essential for drafting business communications and documentation. Numeracy skills are critical in roles that require budgeting, financial analysis, or data interpretation. ICT skills are a prerequisite for most modern jobs, as technology is deeply integrated into work processes across industries. 2.2 Supporting Lifelong Learning Functional Skills are not only crucial for immediate job performance but also support lifelong learning. They provide a foundation for acquiring new knowledge and skills throughout one’s life. For example, strong literacy skills make it easier to learn new subjects, while numeracy skills enable the understanding of new quantitative information. ICT skills facilitate access to online learning resources and educational tools, making continuous learning more accessible. 2.3 Promoting Personal Development Beyond professional contexts, Functional Skills contribute significantly to personal development. Literacy skills enhance the ability to enjoy literature, stay informed about current events, and engage in meaningful conversations. Numeracy skills are important for personal finance management, such as budgeting and investment planning. ICT skills enable individuals to leverage digital tools for personal projects, hobbies, and staying connected with others. Functional Skills in Literacy, Numeracy, and ICT are essential competencies that equip individuals to thrive in various aspects of life, work, and education. They are fundamental to performing everyday tasks, enhancing employability, supporting lifelong learning, and promoting personal development. As society continues to evolve, the importance of these skills will only grow, making them indispensable for personal and professional success. Investing in the development of Functional Skills is crucial for individuals to remain competitive and capable in an ever-changing world. References: Department for Education (2024) Functional Skills qualifications. [Online]. Available at: https://www.gov.uk/government/collections/functional-skills-qualifications-requirements. [Accessed on 08 June 2024]. National Careers Service (2024). Functional Skills. [Online]. Available at: https://nationalcareers.service.gov.uk/find-a-course/page?searchTerm=functional%20skills&town=&courseType=[%22%22]&courseHours=[%22%22]&courseStudyTime=[%22%22]&startDate=&distance=&filterA=False&orderByValue=&page=34&D=0. [Accessed on 08 June 2024]. Smith, A. (2020) “Functional Skills: … Read more

Continuous Professional Development (CPD): A Proactive Approach to Career Management

September 19, 2024March 23, 2024 by Mohammad T Islam (BSc, MBA, MEd)

In today’s fast-paced and ever-evolving professional landscape, staying relevant and competent requires more than just initial education and training. Continuous Professional Development (CPD) represents an essential aspect of professional life, where individuals take a proactive approach to their personal and career growth through lifelong learning. CPD is a deliberate, ongoing, and self-driven process aimed at maintaining and enhancing one’s professional knowledge, skills, and competencies. Professionals across various industries benefit from CPD as it enables them to stay up-to-date with industry trends, adapt to changes, and remain competitive in the job market. This article examines deeper into the significance of CPD, its key components, and how it fosters a proactive approach to career management. 1.0 Lifelong Learning: A Core Component of CPD At the heart of Continuous Professional Development lies the principle of lifelong learning. Gone are the days when formal education was seen as the sole foundation for a successful career. Modern careers are dynamic, and the knowledge and skills acquired at the beginning of one’s career may become obsolete as time progresses. Lifelong learning is a critical aspect of CPD that encourages professionals to continuously seek out new knowledge and educational opportunities beyond their initial qualifications (Daley et al., 2010). Whether through attending workshops, enrolling in online courses, participating in conferences, or pursuing further formal education, CPD facilitates ongoing learning to remain relevant in a rapidly changing professional world. In some sectors, particularly technology, health care, and law, the pace of change is particularly rapid. Innovations and new regulations emerge regularly, necessitating continuous updates in knowledge. Professionals who embrace lifelong learning and CPD position themselves to meet the demands of these changes effectively. Moreover, organisations increasingly value employees who show a commitment to CPD, as it indicates adaptability and a desire for self-improvement. 2.0 Skill Enhancement: Developing Professional Competence CPD is not solely about gaining new knowledge—it also involves enhancing existing skills and developing new competencies. This focus on skill enhancement is crucial to ensure professionals maintain their expertise and continue to deliver high-quality services within their respective fields (Kidd & Hounsell, 2007). CPD offers opportunities to refine both technical and soft skills. For instance, a software developer may need to stay updated on the latest programming languages, while a manager may benefit from leadership and communication training. Moreover, the landscape of required skills has evolved significantly in recent years. The rise of digital technologies and artificial intelligence has placed greater emphasis on digital literacy and problem-solving skills. CPD allows professionals to stay ahead of these trends and improve their employability in an increasingly competitive global job market. Beyond technical competencies, the development of interpersonal and leadership skills is essential for career progression, and CPD provides a platform to hone these crucial abilities. 3.0 Reflective Practice: A Path to Self-Awareness and Growth Reflective practice is a critical element of CPD that allows professionals to assess their work, identify areas for improvement, and set goals for future development. The concept, popularised by Donald Schön (1983), involves regular self-reflection and evaluation of one’s performance, helping professionals remain self-aware and engaged in their development. By reflecting on past experiences, professionals can identify gaps in their knowledge or skills and make informed decisions about which areas to focus on through CPD activities. This reflective process not only enhances individual performance but also contributes to better service delivery and improved outcomes for clients and organisations. For example, a healthcare professional might reflect on patient care situations to determine what worked well and what could be improved, guiding their future training in specialised areas. Reflective practice encourages a growth mindset, which is crucial for long-term career success. 4.0 Staying Updated on Industry Trends: Ensuring Relevance In an age of rapid technological advancement and evolving industry standards, staying informed about current trends and developments is critical for any professional. CPD offers professionals the opportunity to keep abreast of the latest trends, technologies, and best practices, ensuring they remain relevant in their field (Lave & Wenger, 1991). Whether it’s through industry conferences, online seminars, or reading industry publications, CPD enables professionals to integrate new insights into their work, which ultimately benefits both themselves and their organisations. For example, professionals in the financial industry must stay updated on changes in regulatory frameworks and financial technologies to remain compliant and competitive. Similarly, educators need to be aware of emerging teaching methodologies and technological tools to enhance student learning. Through CPD, professionals not only keep their knowledge current but also anticipate and prepare for future changes, making them more adaptable and resilient in the face of industry disruptions. 5.0 Networking and Collaboration: Building Connections for Success Another valuable aspect of CPD is the opportunity for networking and collaboration with peers, mentors, and industry experts. CPD activities often involve attending workshops, seminars, and conferences where professionals can exchange ideas, share experiences, and collaborate on solutions to common challenges (Brown & Duguid, 2000). These interactions foster professional relationships that can lead to career opportunities, mentorship, and collaborative projects. In many industries, collaboration is a key driver of innovation and problem-solving. CPD provides the ideal platform for building and nurturing these relationships, which can contribute to both personal and professional growth. The value of networking cannot be understated, as it allows professionals to tap into a broader knowledge base, gain fresh perspectives, and enhance their career prospects through mutual support and guidance. 6.0 Regulatory Compliance: Meeting Industry Standards For some professionals, engaging in CPD is not just a matter of personal development—it is a regulatory requirement. Many industries, such as healthcare, law, and finance, have strict CPD obligations that professionals must meet to maintain their licences and certifications (Mclachlan, 2006). These regulations ensure that professionals continue to meet industry standards and deliver services that are safe, ethical, and aligned with current best practices. Failure to meet CPD requirements can result in the suspension or revocation of professional accreditation, which could severely impact an individual’s career. As such, CPD plays a crucial role in helping professionals stay compliant with regulations and maintain their … Read more

Increasing Personal Productivity to Accomplish More Tasks Efficiently

July 23, 2025March 23, 2024 by Mohammad T Islam (BSc, MBA, MEd)

In today’s fast-paced world, personal productivity is paramount for success. The ability to manage time effectively, prioritise tasks, and maintain focus is critical for accomplishing more in less time. Increasing personal productivity involves implementing a series of strategies and techniques designed to optimise workflow and boost efficiency. By adopting these strategies, individuals can enhance their ability to meet goals, reduce stress, and improve their overall performance. This article explores twelve key strategies that can help improve personal productivity. 1.0 Set Clear GoalsThe foundation of personal productivity begins with setting clear and attainable goals. When individuals define their goals in specific, measurable, achievable, relevant, and time-bound (SMART) terms, they create a roadmap for their success. SMART goals provide clarity and focus, ensuring that efforts are directed towards meaningful outcomes. As Jones (2019) highlights, clear goals allow individuals to break down large objectives into smaller, manageable tasks, reducing overwhelm and improving motivation. This clarity in goal-setting not only increases productivity but also enhances satisfaction as progress is easily tracked. 2.0 Prioritise TasksNot all tasks are of equal importance. Effective productivity involves identifying and focusing on the most important and urgent tasks. Techniques such as the Eisenhower Matrix and the ABC method have proven to be effective in helping individuals categorise tasks based on their significance (Smith, 2018). By focusing on high-impact activities first, individuals can ensure that essential tasks are completed before less critical ones. This approach prevents time from being wasted on tasks that do not significantly contribute to overall goals. 3.0 Time BlockingTime blocking is a time management technique that allocates specific blocks of time for different activities, helping to create structure and reduce distractions. Brown (2021) suggests that this method not only applies to work-related tasks but can also be extended to personal activities, breaks, and relaxation. By assigning dedicated time slots to each activity, individuals can maintain focus and avoid the pitfalls of multitasking. Time blocking encourages adherence to schedules, leading to improved time management and enhanced productivity. 4.0 Minimise MultitaskingWhile multitasking may seem like an efficient way to complete multiple tasks at once, research has shown that it can actually decrease productivity and lead to errors. Taylor (2017) found that switching between tasks disrupts concentration, resulting in lower efficiency and a higher likelihood of mistakes. By focusing on one task at a time, or “single-tasking,” individuals can concentrate fully on each activity, improving accuracy and speed. Eliminating the distractions associated with multitasking helps individuals accomplish more in a shorter period. 5.0 Use Productivity ToolsThe availability of technology has made it easier than ever to enhance productivity. There are numerous productivity tools, such as task managers, calendar apps, note-taking apps, and project management software, that can help organise tasks and track progress. Robinson et al. (2020) found that utilising these tools can streamline workflows, set reminders, and create to-do lists, making it easier to manage time and responsibilities effectively. Whether through simple to-do lists or more complex project management platforms, the use of these tools can significantly improve productivity by keeping tasks organised and visible. 6.0 Practice the Two-Minute RuleThe two-minute rule is a productivity hack that involves completing any task that takes two minutes or less immediately. Miller (2016) suggests that by dealing with minor tasks as they arise, individuals can prevent these tasks from accumulating and becoming overwhelming. This rule not only helps in maintaining a clutter-free schedule but also reduces procrastination. Completing small tasks quickly frees up mental energy for larger, more complex tasks, allowing for better focus and efficiency. 7.0 Break Large Tasks into Smaller StepsLarge tasks can feel daunting and lead to procrastination or avoidance. One effective strategy to overcome this is by breaking the task into smaller, more manageable steps. Garcia (2018) advises that by dividing tasks into smaller chunks, individuals can make the task seem more achievable and less intimidating. Each small step represents progress, and completing them provides a sense of accomplishment that motivates further action. This incremental approach to task management is a powerful way to enhance productivity and reduce stress. 8.0 Take Regular BreaksContrary to the belief that working non-stop leads to greater productivity, research shows that regular breaks are essential for maintaining focus and preventing burnout. Khan (2019) found that taking short breaks throughout the day can recharge the mind, allowing for increased concentration when returning to work. Scheduled breaks offer an opportunity to rest, stretch, or engage in refreshing activities, which can boost creativity and problem-solving abilities. Incorporating breaks into the daily routine can sustain energy levels and help individuals stay productive throughout the day. 9.0 Manage Energy LevelsProductivity is not just about managing time; it also involves managing energy levels. Everyone has different periods during the day when their energy peaks, and it is important to align tasks with these natural energy rhythms. Wong (2020) suggests that tasks requiring high concentration should be scheduled during periods of peak energy, while less demanding tasks, such as answering emails, can be reserved for times of lower energy. By synchronising tasks with energy levels, individuals can work more efficiently and maintain higher productivity levels. 10.0 Eliminate DistractionsDistractions are one of the biggest obstacles to productivity. Identifying and minimising distractions in the environment is crucial for maintaining focus. Chen et al. (2018) emphasise that common distractions, such as phone notifications, background noise, or unnecessary interruptions, can significantly impact concentration and workflow. Creating a distraction-free workspace, setting boundaries with others, or using tools like website blockers can help reduce interruptions. By eliminating distractions, individuals can devote their full attention to the task at hand and complete it more efficiently. 11.0 Practice Time Management TechniquesTime management techniques such as the Pomodoro Technique or the 52/17 Rule can be highly beneficial for improving productivity. The Pomodoro Technique involves working in focused intervals, usually 25 minutes, followed by short breaks, while the 52/17 Rule advocates working for 52 minutes and then taking a 17-minute break (Nguyen & Nguyen, 2017). These techniques help individuals maintain focus for short periods, preventing mental fatigue and … Read more