Відео

I love the Adidas T-shirt with pearls. You have a knack for making any outfit look classy. I love your content. Please keep sharing and helping us grow.

Love ❤🇧🇩

Sir Do you have any problem to copying your speech.

Always helpful information! Thank you. I'd love to hear your thoughts about executive presence. What's your definition of it? What are some behaviors that show executive presence? How to have it even if you don't have a formal leadership title? Thank you!

Amazing! This is actionable and simple, but so effective. Ty for sharing!

This is the most honest advice

Good points. However the bottom line is if you pay peanuts you get peanut work ethic. When the pay isn’t there it doesn’t matter how much “team building” and other intangibles are worked on. Positive relationship-building don’t pay for a mortgage

This video fails to address the core reasons why people "quiet quit". A toxic work environment that demands employees invest their lives into a company outside of working hours. Lack of proper compensation for increased work responsibilities (Pay employees more). Progressively growing expectations as when an employee does put in more labor in order to achieve a target goal, they are then turned to whenever that need arises again. It has been shown that taking positions at a new company approximately every 3-5 years is a better way to increase your income than maintaining a steady career. If this were not the case at your company, than you would have less people only fulfilling the responsibilities outlined to them in their job description. Employers also need to respect their employees time outside of work hours and realize that they are very rarely the reason why those employees get out of bed in the morning. While making their work fulfilling in itself can be a motivating factor in it's own right on an individual basis, the vast majority of people work to live, not live to work. Requesting, (or often the case, demanding) that an employee attend meetings outside of their normal working hours, undertake training outside of work hours that is not compensated by the company, or simply being unpleasant to them is an excellent way to incentivize your team to find opportunities elsewhere. Recognizing the excellent talent that you do have on your team is not done with activities, parties or individual pep talks. While these things can be appreciated by the team for what they are, what drives productivity is compensation. Bonuses, pay raises that exceed the growth of inflation, and benefits that employees can utilize outside of work (so long as they actually have the time to take advantage of those benefits.) are much more appealing to most people. A couple of pizzas may be cheaper, but as work culture is changing it is becoming more and more seen as an insult to the effort the employees brought to the job. As a team leader of a middle manager, it may be impossible for some or all of these things to be addressed, as it requires financial resources to invest in the employees directly as they invest in the company. But so long as these core reasons remain unaddressed, you can expect the revolving door of employees who quietly quit or find opportunities elsewhere to remain an issue.

I need your HELP. I have applied to over 100 jobs in the last two years, went on interviews, made it to final interview, but have yet to receive a job offer. Not sure on what I’m doing wrong

Gold.

✨️❣️

I wish you were my mentor

Love your tips thank you

From Carla Harris to me (how do I land a job at Morgan Stanley from nothing, completely rock bottom) Ask these questions: Why am I a good candidate? (who is George?) I am a great candidate because I am tenacious and patient. I have drive and willing to take the time to ensure all of my goals and targets are met. George is a go-getter, a diligent worker, the type of individual you could call on in the last minute's to make a major difference and a beneficial impact for the team. What is the profile of the person who gets the job for that seat? (craft your story around those things that they value) The profile of a person who gets that job for that seat is a tenacious, smart individual. One who can make the perfect decisions. An amazing communicator. (if you are 3 or 4 years coming out from college perhaps analyst isn’t the role for you, curtail your application dependent on your situation and what the job requires) I think an associate role exemplifies the type of role that may be for me considering I am 6 years out of university. The job requires initiative and instinct, To understand that you should buy low and sell high.

Powerful, I often use the 'I don't know something' as my get out of jail card, the 'I think something is x...' is such a solid foundation to conquering fear of lack in answering capability. Thank you for taking time to share the difference between where we often are at the beginning and where we should be once ready to go get 'em. Great advice! Thank you, Ms Carla Harris! - 😊

Just in time, everytime I need advice at work, I look up if you had a video on here. This is exactly what I’m looking for today! Your book and channel has never failed me 💯💛

Great reminder that it's never too late to pursue something new. We don't need to feel stuck. We have more professional assets than we realize.

Thanks for sharing such great insights on quiet quitting! This is one I am keeping for my leadership development trainings. 🙏🏽

I love you Carla! Kisses from Brazil! ❤

This was awesome

Thank you for these reminders and your insight.

Thank you for sharing your knowledge as always. Your ideas have really shaped me on how to excel in the workplace.

This is a great video

My 2 cents…not everyone is coachable. It relates to unwillingness and best to take the advice that they are not meant to be in your team.

I love everything about the way you speak! You' re my mentor!!

but what about the sub category of people who are able but unwilling because leadership/team is not supportive and employee wants to shift but the org will not let then go.

Hello Ms Harris, thank you for all that you do on TIKtok and UA-cam. You are a gem. I am going to watch every video you are in.

Yes! The diamond in the rough was in there! All it took was learning the person's secret superpower through regular 1:1s and clarifying exactly what the work product should look like. After that, it was smooth sailing!

Hi Ms Harris, I am often considered unable and willing personally. I aim to convert my ability into being able through dilligence and perseverence whilst seeking my managers in the hope they will take me on as a project and sharpen my skillset.

a good leader must see through every member of his team to see what motives and to improve the best willing and attitude from them ( i suppose ) THank you

I need yor number call since of senegal

Love it! curious to know how to ask their thoughts without putting them in the corner

Gold!

We need the song on you tube please

So true. I disliked my older boss cause we would take so long to make up his mind and make a decision. The company is already 20 years behind in technology.

Great advice Carla. Found this true in both my professional and personal life. Thanks

❤🎉

Great idea and great song! I hope you continue receive many invitations to speak at high schools too. Teens can be hard on themselves, and after a string of setbacks they sometimes doubt that they were born to win. I'm sharing your videos and insights with teens to get 'em started early with good mental habits!

took me a moment to realize this is not about alcoholism (im new here)

Excellent advice!

This is so powerful. Thanks Carla.

Great tips

This explanation makes sense. I have been in an environment where the department head was rumored to have gotten and retained his position because of who he rubbed elbows with, etc. As I go into a new position (one that has been a prayer and dream answered) I hold this guidance from M(r)s. Harris so valuable.

Thanks alot

Love it ♥️

Excellent insight! Thank you, Carla.

God bless you, Carla. Honestly.

So helpful, thank you

😂😂😂

Not today