![]() I choose the latter, and getting to know myself has been a hard pill to swallow at times (now I know how some of my employee felt).Įntrepreneurship will teach you many things, however at this stage I have been able to really unpack all the pre-work place, and workplace trauma shenanigans to really like who I have become. Be miserable, move onto another job or venture into entrepreneurship are the choices. What I have found to be true is that people who typically have the worst people skills tend to thrive in the workplace and get promoted at higher rates than others.įor those like myself who at some point in their lives get fed up of being fed up we start to check out mentally. Good fit is code for "can you hide you God awful traits long enough so that you can work here". I have been very guilty as an HR professional telling folks that this organization wants to make sure our employees are a "good fit" (red flag and another post). Think about it: We all come from different backgrounds and experiences, and are expected to "follow at set of rules" ( I need to speak to these "rule makers", asap) in the workplace with no real preparations (school DOES NOT prepare you for the workplace, if you disagree keep moving along this post is NOT for YOU) of how to address one's past while assimilating into said environments. Let's just talk about how people enter and exit the workplace. I didn't even expect to thrive, I just wanted to make ends meet, get through school, and maybe pay a bill or two along the way while trying to keep my sanity (not sure if I passed that test yet). ![]() ![]() I just wanted to survive leaving one of the most horrific jobs I ever had in my adult life. Call it soul searching if you will, but that was never my intention. Over the past three years, I have really had the time to get to know Toni Lorraine, not the mom of six and great-grandmother of one. Battered, bruised, traumatized, and not built to handle day-to-day interactions with others is how most people are baptized into the "workplace".
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