The cogs of the data world are perpetually turning. Data never sleeps. Brace yourself for an exciting overview into some of the top data news stories that have been gracing our screens over the past month. 

BBC: Using brain data to watch workers

Once upon a time in the not-too-distant past, the concept of being able to read somebody’s mind was nothing more than the plot of some cheesy dystopian movie; An entertaining prospect insofar as it remained ludicrously unrealistic. However, believe it or not, it seems to be veering closer and closer towards the realm of possibility.

According to the first ever ICO report on “neurodata”, workplaces could be monitoring employees’ brains in the next four to five years for “safety, productivity and recruitment” purposes. Scary as it sounds, what would this actually look like in practice, you may ask? Well, it’s probably not as invasive as you think. It would most likely involve using helmets or safety equipment worn by employees in high-risk environments to measure their attention and focus levels while on the job, in order to ensure optimal safety.

This report comes in the wake of the news that Elon Musk’s “neuralink” has won permission for human trials of its human brain computer implant, which is already worth £4 billion.

The report also suggests that schools could end up using wearable devices to track the brain activity of students, measuring their stress and concentration levels in the process. While some may welcome this development, others among us (mainly the ones who spent their chemistry lesson daydreaming and drooling over the Bunsen Burner) are simply relieved that we finished school as long ago as we did.

BBC: Warning firms may use brain data to watch workers

Sky News: AI could render actors obsolete

No industry is immune to the power of AI, and the acting world is no exception. Computer technology is already playing a significant role in Hollywood blockbusters: The Fast and Furious franchise spent an extra $50 million on CGI so that Paul Walker’s character could be included in their latest release, while Joe Russo, director of many a Marvel movie including Avengers: Infinity War, has stated that AI is democratising filmmaking, saying that it’s now possible to “have a rom-com starring you that’s 90 minutes long”.

Unsurprisingly, many professional actors aren’t exactly welcoming this development with open arms. Among sceptics is Laurence Bouvard, a smaller-scale voice actor who laments the fact that many actors end up in contracts that restrict the authority they have over their own work; Once their performances are out there, where they end up is out of their hands.

Bouvard explained to Sky News that certain technology companies have the power to use the work of actors without any repercussions. Her acting colleagues will frequently submit audio for auditions and later discover that very same audio being sampled in a different context. The legal framework surrounding acting performances and AI tech is not built to handle this issue; There’s a grey area that tech companies are exploiting to use the work of jobbing actors without their permission. AI is developing at a rapid rate and doesn’t look to be slowing down any time soon, so it’s inevitable that technology will continue to play an increasingly important role in the acting world, for better or for worse.

Sky News: AI could make actors in TV shows and blockbusters unnecessary, experts fear

BBC: AI helping to spot breast cancer

It’s no news to any of us that the NHS is weighed down by immense pressure at the moment. Now more than ever, exceedingly long waiting lists and staff shortages are crippling the NHS and holding health workers back from providing the immediate attention that many patients need. Particularly when it comes to cancer diagnosis and treatment, many patients are experiencing delays in receiving vital care.

In Scotland, one such dilemma is that more and more women are attending routine breast screenings, but the number of radiologists who can examine the results of those mammograms is dwindling. It goes without saying that this massively slows down the process of providing many patients with a diagnosis, and when it comes to disease discovery, time really is of the essence.

Well, it turns out that AI might just have the potential to come to the rescue. A trial is currently taking place at Aberdeen Royal Infirmary to establish whether or not AI can work alongside radiologists to examine the results of mammograms and streamline the diagnostic process.

Now, it’s important to note that the company behind the AI model being used in the trial – Kheiron Medical Technologies – has firmly underlined that it would by no means be seeking to replace radiologists, but rather assist practitioners in examining results. This AI model would be used not as a substitute for human review, but rather as a final check at the end of the reviewing process for a faster outcome.

If successful, this trial could transform the breast screening process in more than 30 NHS trusts across the UK. It would be a godsend for overworked doctors, and improve the outlook for millions of breast cancer patients across the country.

BBC: Aberdeen AI trial helps doctors spot breast cancer

New York Times: Wellness chatbot shut down after problematic weight loss advice

For anyone struggling with an eating disorder, speaking to a specialist psychologist should be a first port of call. But as of late, artificial intelligence has started to play a limited role for a number of people struggling with eating disorders. One such tool is Tessa, a chatbot funded by the National Eating Disorders Association in the US which was designed to help people discover coping skills. The information used to build the chatbot had been provided by eating disorder experts to ensure that people were receiving the right kind of guidance.

However, a major issue surfaced when Alexis Conason, herself an eating disorder specialist psychologist, decided to put the chatbot to the test. She discovered that, when prompted, the tool ended up providing some extremely problematic advice.

Dr Conason shared her findings on social media. She had told Tessa that she had an eating disorder, had gained weight and hated her body, and the chatbot’s response was deeply worrying. The chatbot advised tracking calories in order to stay in a deficit, and as anyone with experience of an eating disorder knows, mentioning calories and weight loss can be a trigger for many people. Upon hearing about this incident, the AI-generated helpline was shutdown with immediate effect and is now under investigation.

The National Eating Disorders Association has specified that Tessa was never meant to function as a substitute for psychological help from a trained professional, but rather as a support for those at risk of developing an eating disorder. It comes at a time where there is an increased demand for mental health services relating to eating disorders, and too few providers to meet it.

NY Times: A wellness chatbot is offline after its ‘harmful’ focus on weight loss

POV: It’s Monday morning, you’ve just woken up and groggily stagger towards your laptop. Your eyes are so blinded by the crisp white light of your email desktop that you can hardly register the word leaping out at you from the screen: Congratulations! You rub your eyes in disbelief and think you’re seeing double – but there it is, in black and white. You’ve received not one, but two job offers. Both are mouth-wateringly tempting: Prestigious companies, high salaries, enviable benefits packages. In theory, you should be torn. But before you’ve even had a chance to think about it, your instincts have made the decision for you.

Throughout the hiring process, you did your research into both companies. You put on your FBI goggles and traipsed the internet high and low for every last shred of information out there: The company websites, Glassdoor, Instagram, Twitter, the Business Insider news section…you explored every corner of the internet in a bid to get a better sense of what you were in for as a prospective employee of both companies. People in your industry talk, so you heard from employees past and present. While under scrutiny, one company came out with shining colours, but the other…less so. Now, the prospect of working at the latter company sends shivers down your spine: A horror film flickers through your mind when you picture your life as an employee there. You accept the offer at the other company without thinking twice.

Moral of the story: Employer reputation matters. According to a recent survey, 86 percent of potential employees would not consider working for a company with a bad reputation amongst former employees or the public. Furthermore, 65 percent stated that they would leave their job in light of negative media portrayal of the business. On the flipside, a positive reputation is a major selling point for prospective employees: An appealing company culture can attract high talent and ultimately result in up to 33 percent higher revenue per employee.

Employer branding is a powerful tool that can help you purposefully position your company to attract and retain top talent. If you do not choose to proactively shape your company’s narrative, other people will do it for you. Thanks to the internet, candidates have an endless stream of information at their fingertips, and often, the loudest voices – populating Glassdoor, Twitter, or the Instagram comments under your company’s latest posts – are the least satisfied. Employer branding allows employers to take some control over how their company is perceived, both by current and future employees. It’s an opportunity to shape an exciting and unique story, one that will define the course of the business.

While employer branding is basically storytelling, that doesn’t mean that you have total creative licence over the narrative you craft. You’re not writing fiction – you’re building an employer persona that will breathe life into your business, uniting current and future employees under the flag of one common purpose.

Crafting an Employer Value Proposition

The first step of impactful employer branding is creating an Employer Value Proposition (EVP). Your EVP needs to be short and simple, and needs to succinctly answer some simple questions: What is your company’s mission? Why would someone want to be a part of it? And what makes your company unique?

The first thing to note is that you cannot whip up an EVP out of thin air: It needs to come from the heart of the company, and that means asking employees at different levels of the company for their input and insights. An EVP goes deeper than leadership: You need to formulate a comprehensive understanding of the company experience from different perspectives. An EVP should aim to be two things: Truthful and strategic. It should encapsulate the essence of the company while also aiming to appeal to the right kind of talent. The benefits are twofold: Creating brand ambassadors within the business, while simultaneously pulling in new talent. Beamery research has shown that 69% of candidates on the job market would be drawn to a company that proactively cultivated their employer brand, which demonstrates just how powerful an effective EVP can be.

Owning your EVP

Once your company has a clear EVP, it’s time to get it out there: Make sure that every platform your company has control over is using messaging and marketing that aligns with your unique EVP. Employer branding is a never-ending process; It’s not over the moment you update your company’s ‘About Us’ page.

You may opt to create an Instagram account that gives prospective employees an insight into the daily life of people working at the company, while also giving current employees the opportunity to have fun and let their personalities shine through. This account wouldn’t be geared towards the consumer, but rather employees.

Maybe your main focus of employer branding is responding to reviews left on Glassdoor in a constructive and empathetic manner, in order to showcase your company in the best possible light. The company’s digital footprint is an endless treasure trail for people thinking about joining the company, so you want to make sure that the traces you’re leaving behind paint your company in a positive way.

Social media is one of the mainstays of an effective employer branding strategy, and the best way to go about cultivating a positive employer reputation is by putting yourself in the candidate’s shoes, and going through the process of researching the company in the same way a prospective employee would. Is your overall experience of the company after a couple of Google searches an overwhelmingly positive or negative one?

Above all else, it’s crucial to note that your current employees are the pillar of the company’s brand. They are the beating heart that pumps life into the company, and they’re a powerful force to be reckoned with. If they have something negative to say about their experience working there, prospective employees will find out about it. They are the people who have experienced life at the company up-close and personal, so people will take their opinions very seriously. What they say and post online matters. For this reason, your employer brand starts at home and should involve looking inwards: Having satisfied employees is the most organic and guaranteed way of having a positive brand reputation. By sense-checking how your employees are feeling, you’re showing a proactive interest in their wellbeing at the company. Investing in the welfare of your current employees will create brand ambassadors, and should they leave the company, they’re more likely to leave positive reviews about their experience working there.

Every generation has its unique quirks that set it apart from the cohort that came before them. It’s very unlikely that you’ll engage in conversation with someone much older than you without noticing some key generational differences.

For example, a Baby Boomer can be identified from a mile off. They’re the dad who’s far too liberal with the ‘thumbs up’ button, or the mum who overshares on Facebook. They’re the uncle who laments that the youth of today could easily be climbing the property ladder if they didn’t spend all their money on oat vanilla lattes and Netflix subscriptions.

And let’s be honest: It’s not that hard to spot a Millennial either. They’re the friend who uses GIFs and hashtags unironically, still wears skinny jeans, and is thoroughly convinced that FRIENDS is the peak of comedy.

All jokes aside, all generations have their defining differences, and ‘Gen Z’ is no exception. This emerging generation is only just beginning to make its mark as the youngest cohort of talent entering the working world. They may be young, but don’t be fooled: Their collective voice is powerful, and as a rule, they are a generation of distinctly civic-minded and values-driven individuals.

And when it comes to their priorities in the workplace, Gen Z are precipitating a sea change. While no two worker’s priorities look the same, and it’s impossible to paint every individual with the same brush, it’s safe to say that Gen Zers want more from their careers: A high salary and prestigious title just aren’t going to cut it anymore.

Gen Z are attempting to find their footing in a world that is fraught with anxieties, coming up against the aftermath of a global pandemic, climate change, a cost-of-living crisis and endless political tension on their doorstep – and their expectations from employers are evolving as a result.

Given the current economic climate, it’s not surprising that higher salaries remain an attractive pull for many candidates. However, there’s a more complicated nuance at play, too: LinkedIn found that 58% of UK professionals were staunchly opposed to working for a company that did not share their values – even if they offered higher pay. Indeed, 90% of Gen Zers and Millennials have at some point considered moving to a company that better aligns with their values.

According to the US Bureau of Labour Statistics, Gen Z is set to make up a third of the workforce by the end of this decade, so companies need to start seriously thinking about how to attract this younger pool of talent, addressing some of the key issues that matter to them.

Digital natives

Gen Z haven’t known a world without technology. They grew up in a manner totally alien to those older than them. Raised watching YouTube vloggers rather than Disney movies, many probably knew how to post a tweet before they learnt to speak.

On a serious note though, Gen Z are digital natives to their core. According to a recent survey by Kantar, 86% of Gen Zers considered flexible home working to be a deciding factor in a job search – it’s quickly becoming a non-negotiable for a vast majority of the younger generation. That’s not to say this younger pool of talent is boycotting the office; on average, 18–24-year-olds would ideally like to spend 56% of their time working off-site.

Evidently, companies looking to attract early talent need to accept that hybrid working is quickly becoming the new norm; Indeed, lockdowns caused by the pandemic merely sped up this inevitable transition towards a more flexible working model.

Diversity and inclusion

When it comes to social justice, Gen Z is a force to be reckoned with. This younger generation has already carved out a reputation for itself as being politically engaged and vocal about their beliefs: according to a recent survey, 62% of Gen Zers believe that they have the power to impact the world.

And when it comes to work, this younger generation doesn’t just leave their values at the door: according to the World Economic Forum, 72% of Gen Zers believe that racial equality is the most pressing issue in today’s workplace, while in another survey, 62% of recent grads and students said they would be more likely to work at a company that was committed to equal pay.

Early talent is socially engaged, so companies that want to appeal to this younger talent need to keep ahead of the curve when it comes to adopting progressive diversity and inclusion policies.

Mental health matters

If there’s one thing that truly sets Gen Z apart from the generations that proceeded them, it’s their attitude towards mental health. In general, younger people pride themselves on their collective openness regarding mental health issues. More and more people are opening up about their personal struggles on social media, and the internet is home to a wealth of useful information on the topic of mental health. Gen Z is determined to raise awareness about the importance of mental health.

In professional settings, Gen Z are looking to work for companies with a focus on mental health awareness. They are not willing to simply put up with toxic traditions and archaic workplace practices; Gen Z are confronting mental health issues head-on, and thus want to work at a company that fosters a supportive and nurturing environment for employees.

In a recent survey by Deloitte, mental health was the number one life priority for 28% of Gen Zers, overtaking physical wellbeing. Therefore, employers need to start following suit and taking mental health seriously.

What does this mean in practice, you may ask? Implementing policies that ensure work-life balance, ensuring the avoidance of micromanagement and other toxic workplace practices, coming up with wellbeing initiatives that put mental health front and centre, and scheduling regular check-ins with your employees to see how they’re getting on…to name a few examples. It’s crucial that employers work to cultivate an environment that fosters collaboration and community.

Environmentally conscious

Younger people are growing up in a world that is changing at a dramatic and terrifying rate. They’ve always had the haunting shadow of climate change ominously looming over them, and this has naturally shaped their attitude towards sustainability. Gen Z, on the whole, cares deeply about the environment, with a recent survey showing that the vast majority are willing to spend ten percent more on sustainable products.

With this in mind, it’s important that employers take a very close look at their own environmental policies. According to the UNiDAYS sustainability report, almost two thirds of Gen Zers believe that brands have a responsibility to take a stand on environmental issues, and the company they work for is no exception.

When it comes to environmental initiatives, think outside the box. It can be something small like a new recycling initiative, or a company-wide decision to overhaul product packaging for a more sustainable option. Perhaps look into securing BCorp status for the company, or launching mandatory training for staff on environmental matters.

Personal growth

Long gone are the days in which staying at the same company for forty plus years was the norm. These days, it’s far more normal to have a ‘squiggly’ career trajectory rather than a linear one; The median tenure for employees aged 25 to 34 is just under three years. With this the case, there’s a growing interest in personal development opportunities amongst young workers; A recent study found that workers aged 18-25 ranked learning and development opportunities above pay and benefits on their list of priorities when weighing up a job offer.

That means that companies need to offer more than a glitzy job title and high salary if they want to attract younger talent. Companies should consider comprehensive training programs, networking events, and new skill courses, as a few potential ways to appeal to early talent.

The cogs of the data world are perpetually turning. Data never sleeps. Brace yourself for an exciting overview into some of the top data news stories that have been gracing our screens over the past month. 

CNN: Italy bans ChatGPT

Unless you’ve been living under a rock, you’ve likely heard of ChatGPT. The revolutionary AI tool has been making major waves in the tech scene since its release in November last year: Ask it to write a Shakesperean sonnet about Eastenders or a Kendrick Lamar-style rap about peanut butter, and prepare to be blown away. However, it’s not all fun and games. ChatGPT may appear to be an exciting new development with limitless capabilities, but it also raises some questions surrounding privacy and data laws.

We’ve never seen anything quite like ChatGPT before, so it floats in a legal grey area. Many countries have approached the new technology with caution, and the Italian government recently banned the technology pending investigation into OpenAI, the founding company behind ChatGPT. There are fears that ChatGPT breaches privacy laws, and that users don’t completely understand the implications of providing their data to the tool. ChatGPT is an unprecedented technological development, the likes of which hasn’t been seen before: There is currently no legal foundation to underpin it.

Italy has proposed an ultimatum: OpenAI either explains how exactly ChatGPT will work to comply with Italian data laws, or else pay a hefty fine of $20 million. This could potentially set the tone regarding how other countries chose to approach ChatGPT.

CNN: Italy bans ChatGPT over privacy concerns

Guardian: computer-generated models to boost ‘inclusivity’

The modelling industry has a real problem with diversity, inclusivity and representation. This isn’t news to anyone. You’d think the solution to this dilemma was glaringly obvious: Create more opportunities for models from diverse backgrounds. However, some major fashion brands have found a rather unconventional way to promote inclusivity on their ecommerce platforms: By creating custom, computer-generated models to showcase their products.

Brands such as Levi’s and Calvin Klein are incorporating virtual models on their website. However, this isn’t a particularly new development: Pretty Little Thing sparked an explosion of controversy in February last year, when they hard launched their latest addition to the PLL team on social media – a virtual avatar– inviting followers to come up with a name for her. The comments section was flooded with outrage from less-than-enthused customers. “Please can you just pay people to be models instead of replacing them with virtual ones to lower your costs and increase your margins”, said one user, while another branded the development “horrifying”. Admittedly, there is something quite Black Mirror-esque about computer-generated models.

A spokesperson for Levi’s defended their introduction of computer-generated models, claiming that they were intended to serve as a “supplement” to reflect different “body type[s], age[s], size[s], [and] race[s]”.

How about, I don’t know, just hiring more diverse and realistic models? They’re not exactly in short supply: Many real people would jump at the opportunity to represent major fashion brands. The issue of inclusivity will continue to linger and stagnate until it is addressed head-on, rather than skirted around. This doesn’t feel like innovation: It feels like a step backwards.

The Guardian: Computer-generated inclusivity: fashion turns to ‘diverse’ AI models

BBC: Data centre powers swimming pool

Picture this: on a crisp Spring morning, you go for a refreshing swim in the local public pool. You submerge yourself in the welcoming, warm water: Believe it or not, this pool is being powered by the excess heat from a data centre the size of a washing machine.

This is not a drill: a public swimming pool in Exmouth is actually being powered in this way. As we all know, the UK is currently caught in the throes of a cost-of-living crisis, so this development couldn’t have come at a better time. It’s an efficient and money-saving innovation, one that is saving the Exmouth leisure centre thousands of pounds a year, heating the pool for sixty percent of the time at a maintained temperature of thirty degrees. We’ve already seen many gyms shutting down or limiting access to their swimming pool facilities due to the cost of powering them.

And it’s a win-win. A major problem that data centres have is that they tend to overheat, so it’s welcome news that the excess heat has found a positive use. Anyone for a swim?

BBC: Tiny data centre used to heat public swimming pool

BBC: Chatbot therapists

“Alexa, play notifications”. “Hey Google, what’s the time?”. “Siri, what’s the weather like today?”

Chances are, you’ve asked AI chatbots these kinds of practical questions before. But have you ever tried to dig deeper, tapping into their ‘human’ side? Their answers can sometimes be unexpectedly empathetic, funny, or insightful.

Well, computer programmer Eugenia Kuyda is a firm believer that AI chatbots can function as worthy companions. Kuyda is the founder of Replika, a chatbot app that has one very single purpose: To provide users with someone to talk to, someone who is “always on your side”. While this may seem straightforward enough, the ways users chose to engage with the app vary dramatically. Autistic children may use it as preparation before engaging in conversation with other people, while married couples may use it as a relationship counsellor. It’s a chameleon that shapeshifts depending on what you want it to be.

According to the World Health Organization, there are almost one billion people with a mental health disorder. And while a medical professional should always be the first port of call for people who feel like they’re struggling, not everyone has straightforward access to this kind of support. This kind of technology is, to an extent, democratising wellbeing, providing people with the opportunity to open up about their feelings to a companion, albeit a virtual one. It’s a form of talking therapy that can, admittedly, help in a limited way, though it is no substitute for real therapy.

However, it’s not devoid of risks. There have been instances of inappropriate behaviour between users and their chatbots, for example, involving sexually explicit conversations. The founder of Replika as underlined that the app is intended as a conversational companion rather than a mental health tool. However, the reality is that it opens up a can of worms, and you can’t control how others choose to use it. It’s a controversial new development that warrants further research. Regulations and safety standards need to be put in place to prevent the misuse of this kind of technology.  

BBC: Would you open up to a chatbot therapist?

Picture this: you’ve just landed your dream job. What should be a moment of pure elation is tarnished by feelings of self-doubt. After an arduous, seemingly never-ending hiring process, you’ve come out the other end triumphant. And yet, your success is marred by that familiar, pesky little voice that wiggles its way to the surface of your mind: “I don’t deserve this – I’m a fraud, and they’re going to find me out eventually”.

This is imposter syndrome talking. This negative little voice nagging away at you is always lingering in the background; a party pooper just waiting on the side lines and anticipating your success, so that it can hold you back from celebrating, instead submerging you in a suffocating blanket of self-doubt.

If you’ve experienced this feeling, rest assured that you’re not alone. So many of us suffer from imposter syndrome at some point in our lives, particularly women. A recent KPMG study has revealed that 75% of female executives experience it at some stage in their careers.

But what exactly is imposter syndrome? And, the million-dollar question: what are some practical ways of overcoming it?

What is imposter syndrome?

Two American psychologists – Pauline Clance and Dr. Suzanne Imes – explored the concept in their essay entitled ‘The Imposter Phenomenon in High-Achieving Women’, published in 1978. They initially regarded the ‘imposter phenomenon’ as an exclusively female experience, but the term has since been expanded – it’s become clear that feeling like an imposter can be a pretty universal experience, though it may disproportionately affect some groups more than others.

So what exactly is imposter syndrome? Well, according to Imes’ and Clance’s founding study, those who experience the phenomenon ‘persist in believing that they are really not bright and have fooled anyone who thinks otherwise’. You may be left wondering how on earth you got into your dream university, or how you secured a major promotion. No matter how many accolades you add to your belt or how much praise you’re showered with, you remain thoroughly convinced that you don’t belong, and that you’ve ended up where you are through sheer dumb luck alone.

Now, it’s important to note that experiencing imposter syndrome doesn’t mean you’re a fraud. Far from it: those who experience it actually tend to be exceptionally bright.

Who experiences it and why?

Many potential triggers can lead to feelings of imposter syndrome. It could stem back to family history: Perhaps your parents underestimated your abilities while you were growing up, or you had a sibling who was constantly doused in praise and referred to as ‘the smart one’. On the flipside, maybe your parents treated you like a fledgling Einstein who was destined for great things, so you grew up feeling like you could never come close to reaching their unattainably high expectations.

Sexist stereotypes unfortunately continue to run rampant in many workplaces globally. And although, statistically, a similar number of men and women experience imposter syndrome at some point in their careers, the proportion of men that never experience such feelings is significantly higher (28%). Women tend to endorse their strengths less than men, while women only apply to jobs if they meet 100% of the requirements, and men usually apply if they meet just 60%. Historically, women have held less positions of power and leadership roles, and so young women grow up with fewer role models in many professional fields (particularly in STEM careers). Although the tide is definitely turning in the right direction, this remains a definite factor that contributes to feelings of imposter syndrome in women.

Or, perhaps your imposter syndrome comes down to the fact that you’re a perfectionist. It’s hard to feel satisfied with your achievements when you’re constantly striving towards the impossibly high standards you set for yourself. It may feel like a failure to lean on others for support, and you might be convinced that you have to be an expert in your field; no matter how well-versed you are, it will never be enough – at least not until you’ve mastered the subject in its entirety.

Evidently, there are many factors that may result in feelings of imposter syndrome, and it can be difficult to pinpoint just one.

How can you overcome it?

If you’ve experienced imposter syndrome before, suffice to say you’re not alone. Up to 70% of us experience it at some stage in our lives. But it can be extremely damaging, and shouldn’t just be accepted as part and parcel of success and progress. Those who experience it tend to inflict blockers on themselves in the workplace: perhaps you’re afraid to ask for help, instead opting to suppress any uncertainty you feel, or you work excessively long hours in a bid to prove yourself. It’s not always harmless; it can lead to feelings of anxiety and burnout, so it’s important to be aware of some practical steps to overcome it.

Acknowledge your feelings

When you sense yourself slipping into negative self-talk, don’t just try to ignore it. Calmly identify these thoughts as they cross your mind, recognising them for what they are: no matter how convincing that little voice may be, it’s not speaking a word of truth – it’s a natural and common response to success. Don’t let yourself be dragged down by these thoughts; acknowledge them critically, from a distance – as if that pesky little voice making you question your self-worth are coming from an entity separate from yourself. Once you come to terms with the fact that these feelings are just imposter syndrome talking, you won’t be so quick to believe them.

Come up with a counter-argument

Try and imagine that any thoughts of self-doubt are coming from a little devil on your shoulder, who is determined to convince you that you’re not good enough. It’s up to you to conjure up an angel to counter those negative thoughts, an internal voice that can spur you on as your cheerleader. Whenever you feel that first inkling of imposter syndrome niggling away, remind yourself of every little thing that you have accomplished leading up to this point. If you hear a little whispering voice telling you that ‘you’re not worthy’, fight back by mentally reciting all the evidence to the contrary: what steps have gotten you this far? Be kind to yourself, logically tracking and reminding yourself of all your successes up to this point. Your success is not a fluke, and sometimes you need to remind yourself of that.

Share your feelings with others

Rest assured that imposter syndrome is very common. Many people can resonate with you, likely including the people closest to you. There’s no harm in opening up to friends and families about your feelings: Not only can they provide a supportive shoulder for you to lean on, but then can also bolster up your confidence by showering you in (well-deserved) praise and words of reassurance. If you feel like your feelings of self-doubt are holding you back in the workplace, it might also be a good idea to find a professional mentor who you can turn to for support and guidance, whether that be a colleague or your boss, or someone external to your organisation, if that’s preferable.

Embrace it

If all else fails, keep this in mind at all costs: experiencing imposter syndrome can actually be a good thing. It’s a sign that you’re pushing yourself outside your comfort zone, and that you’re constantly striving towards improvement. Even if it can feel uncomfortable at times, you’re pushing back against feelings of self-doubt by putting yourself out there and achieving amazing things. And it’s actually very normal to be humble and experience ‘pinch me’ moments where you can’t quite believe how far you come. Feeling like an imposter, when all is said and done, simply shows that you’re human.

“Now, do you have any questions for me?”

There it is, right on cue. The question that inevitably rolls around at the end of every job interview. You’d think you would’ve gotten used to this question by now, having been asked it time and again – and yet, for some of us at least, this moment remains just as daunting as the first time it occurred.

No matter how  much preparation you’ve done in anticipation of this moment, when it comes time to ask your interviewer questions, you may suddenly feel stumped. It feels like a test; an extension of the interview where you’re being assessed for the quality of your questions, rather than a genuine opportunity to find out more about the company and your potential place within it.

However, believe it or not, it doesn’t have to be this way. When approached correctly, this portion of the interview is a goldmine: it’s an opportunity for you to further showcase yourself whilst still asking authentic questions that help you find out more about the role – thus, the perfect denouement to your interview. Your intentions should be twofold: find out more about the role and company as a whole, whilst impressing your potential future manager with your insightful questions. You can walk out of your interview with your head held high, armed with the knowledge that you’ve asked questions that helped you understand the role better whilst leaving a positive, lasting impression on your interviewer.

At risk of stating the obvious, you don’t want to fire all ten of these questions at your interview in quick succession the moment you’re prompted to take the floor. This ultimately comes across as disingenuous and pre-planned, like you’re reading off a script rather than asking authentic questions that actually matter to you. Listen to your intuition and select, say, four or five questions at most to pose at the end of your interview.

1: What do you like most about working here?

This one is a no-brainer. Asking your interviewer this question gets to the heart of a very important matter: what makes this company special, and will I fit in here? You want to know about the best bits of working here: it gives you a teaser of what might be in store for you – like the trailer of a new movie that you can’t wait to see. The go-to answer tends to be something broad and non-specific, like ‘the culture’ or ‘the people’ – but try and dig deeper. What is it about the culture they like? Is the office abuzz with an exciting and lively vibe? Or is it more laidback and friendly? Use their answer as a springboard, prompting them to flesh out their answer so that you can form a more vivid impression of the company. There’s so many things they could say in answer to this question, so if you’re met with an awkward silence, dry gulp and  monosyllabic answer, you can probably presume that the company culture leaves a lot to be desired. And, if the best answer they can come up with is ‘the salary’ – well, that speaks for itself.

2: What would make someone really stand out in this role?

This is up there with some of the best questions you can put forward to your interviewer. By asking this, you’re implicitly demonstrating your desire to go above and beyond in this role – but more than that, should you be successful and get the job, you’re giving yourself a head-start in the race to really shine forth as a star employee. You’re going a step further than asking what makes someone ‘good’ at this job – you want to be great. This really showcases your desire to set yourself apart from the crowd, so it’s a win-win.

3: How do you measure performance?

A super useful one. Every company measures success differently, so understanding what the key performance indicators would be in this role is vital. Their answer puts their expectations in sharper relief, helping you understand the stepping stones to success in this role. Even if you don’t end up getting the job, understanding how different companies assess performance and the standard you should be measuring yourself against is always useful.

4: What would my day-to-day responsibilities in this role be?

Granted, the job spec may have contained some sweeping statements about the responsibilities that fall under this role. However, it’s often hard to visualise what the day-to-day would actually look like without jumping in at the deep end and experiencing it for yourself. Thus, asking this question can help you picture the day-to-day a little bit clearer. This could help you form an opinion on whether or not this would be the right opportunity for you. How does it sound working here once you get down to the nitty gritty? Would be happy working here if it was mostly admin work? Or if you’d be almost exclusively working solo? This question helps you uncover the reality of the role on a more granular level. If you do end up asking this question, make sure you frame it in exactly the same way: by asking what ‘your’ responsibilities would be, you’re employing a clever psychological trick. The interviewer automatically pictures you in the role as they answer the question.

5: What are some of the challenges that people in this role have encountered?

Don’t get us wrong, it’s wonderful to hear about the joys of working at a particular company. Who doesn’t want to be serenaded by the promise of perks galore? However, it’s important to remain realistic: no job is perfect, and every role comes with it’s own very unique set of challenges. It’s important to pre-emptively arm yourself with the knowledge that these challenges may rear their heads, so that you can confront them more efficiently should they arise. Also, this question functions as an opportunity for you to showcase your problem-solving skills: if you’re encountered similar challenges yourself, you can humbly acknowledge how you overcame them in the past, just be cautious not to be arrogant about it.

6: What are the company’s plans for development and growth in the next five years?

Keen to demonstrate your curiosity in the long-term future of the company? Well, if you want to prove to your interviewer just how invested in this position you are, this is the question for you. Also, it is genuinely useful for you to know if the company has any exciting developments or drastic overhauls on the horizon – if you do end up working here, it’s nice to know exactly what the company is shaping up to do over the next five years.

7: Can you tell me more about the team I’d be working in?

The only thing more important than the role itself is the people you’ll be working with. Depending on how they answer the question, this could be make or break: does it sound like you’d fit in and be a good addition to the team, or would your talents be better suited elsewhere?

8: What development opportunities would I have working here?

This one’s a gem. First off, it’s crucial to know that this company could be the kind of environment that supports your personal growth and development. It’s an added bonus that, by asking this question, you’re showing your interviewer that you’re constantly striving towards self-improvement. You’re not just hungering after a job: you’re on a constant upward professional trajectory.

9: What are the next steps?

A practical question and a good one to end on. This gets the ball rolling in the right direction, giving you an indication of what to expect over the coming weeks.

10: Personal questions that you’ve come up with yourself

This may sound unhelpful. However, one of the best things you can do at the end of an interview is ask the questions that truly matter to you, questions that cannot be found on a list of suggestions online (even a list as good as this one). These kinds of questions should be entirely subjective, based on your research on the company. If they do volunteering with a particular kind of charity, ask how this charity aligns with the company’s values. If you spotted a social media post about a recent development at the company, inquire about this latest piece of news. Ask the questions that genuinely matter to you – you’re not just looking to impress and get the gig, you’re also trying to ascertain whether this is the right fit for you. You can’t pluck these questions from thin air – they have to authentically come from you.

Picture this: you’re chatting away with friends over a glass of wine without a care in the world, when someone suddenly decides to raise the topic of work. Whilst everyone else gushes about their friendly co-workers and supportive boss, you opt to share the fact that, unfortunately, you hate your job. Your office is a hotbed of manipulation, bullying, mismanagement, miscommunication and questionable power dynamics. You share all of this with your friends, who surprisingly laugh it off. “We’ve all been there”, they scoff. “Happens to the best of us”.

In reality, a toxic workplace is no laughing matter. At what point did an unhappy working environment become normalised? Working in a toxic environment can be incredibly detrimental to your mental health, leading to burnout, chronic stress, and anxiety – and this can ultimately seep into your life outside the office. In a recent survey, 42% of UK participants revealed that a toxic workplace culture negatively impacted their mental health.

A lot of us have worked in a toxic workplace at some point in our careers. It could be glaringly obvious from the get-go, but it may also seem so minor – a series of strange or awkward experiences that gradually pile on top of one another – that it’s almost imperceptible at the time. A toxic workplace culture cannot be boiled down to one single factor. It’s often more insidious than that, weaved into the very fabric of the company itself. It’s so deep-rooted that, unfortunately, changing the circumstances often lays beyond your control – leaving may actually be the only solution. A third of UK employees left their jobs in 2021 due to stress caused by a toxic work environment.

There are certain red flags you should remain alert to in order to ascertain if your workplace is toxic. Read on to find out what some of the warning signs are, and at what point you should consider making a clean break from a company that is dragging you down.

A bullying boss

One of the most obvious symptoms of a toxic workplace is a bad boss, who treats you poorly, yet somehow gaslights you into thinking that you’re lucky to be working there in the first place. More than two in five UK employees have left their jobs due to a bad manager.

Poor leadership manifests itself in many different ways: perhaps your boss micromanages you; fails to respect your boundaries (by calling or emailing you incessantly on the weekend, for example); criticises your work to no end, and holds impossibly high standards.

Lack of communication

Whether it’s coming from your manager or your colleagues, there’s nothing worse than feeling left in the lurch due to a lack of communication. In many toxic working environments, employees may feel haunted by a sense that their co-workers aren’t being entirely open with them, or that their working environment is not a safe space where they can openly raise concerns and vocalise any issues they may have.

You may feel in the dark, like you don’t know what you should be doing, or what falls under your remit. If something goes wrong, it often degenerates into finger-pointing – playing the blame game. There’s constant miscommunication, so that it feels like you’ve fallen into a particularly awkward episode of The Office.

Gossip and cliquey behaviour

Another red flag that often rears it head in a toxic workplace is gossip and cliquey behaviour. Working in these kind of environments can feel like you never left high school. You might be knuckling down on an important project when you hear anxiety-inducing whispers and titters emanating towards you from the water fountain, or perhaps you’re at a work social trying to make friends, but you’re instead met with cold stares and turned backs as everyone retreats into their pre-established cliques.

Gossip is one of the main culprits of poor productivity in a workplace; it creates an aura of discomfort, anxiety, and distrust. Teams that perpetuate and encourage this kind of behaviour are destined to underperform.

Toxic workplaces often don’t feel collaborative and democratic, but rather dominated by rumours, childish dynamics, and playing favourites. It can sometimes feel like you’ve been teleported back to a medieval royal court – there’s the same level of intrigue, drama and foul play going on.

Negative energy

Negative energy is hard to define. It’s a feeling that permeates the office, so much so that it weighs you down as soon as you walk through the door in the morning. It’s hard to put your finger on, but it lingers stagnantly in the air like a bad smell.

In a positive work environment, you’ll likely walk into your office and be greeted with “good mornings”. Any healthy working day is studded intermittently with the occasional snippet of office banter; perhaps someone sends you a funny meme or drops you a friendly message, asking about your weekend.

It becomes clear that your workplace is a negative space when colleagues don’t want to spend any time with one another outside of office hours. Rather than going for after-work drinks or forming WhatsApp chats for out-of-hours catch-ups, you’ll notice everyone leaving the office abruptly, as promptly as they arrived that morning.

When is it time to leave a toxic workplace behind?

Tip number one:  if you’re working in a toxic environment, never just say you’ll stick it out for a while and see what happens. If the atmosphere at your company is claustrophobic, lonely, gossipy, uber-competitive and full of bullies, that’s not going to change (at least not without some major readjustments and overhauls initiated by higher-ups in the company). You need to take decisive action and, if this proves futile, you need to move on for the sake of your wellbeing and your own personal development.

Whilst it’s worth starting out by raising certain issues with your HR department, you may find that some problems are so fundamental to the company that you cannot change the situation. In which case, the best course of action is to start looking for opportunities elsewhere.

Lucky for you, as you go through a new hiring process, you know now which red flags to look out for and when to bow out of a company’s application process. As soon as a company starts displaying symptoms of a toxic work environment, you know it’s best to steer clear. Is the hiring manager giving you hardly any time to complete a task and yet taking ages to get back to you with feedback? Raise questions in your interviews about company culture so you can gauge if it would be a more positive environment to work in, or if it would be taking you back to square one.

Ultimately, you have to do what’s right for you – and there is absolutely nothing wrong with putting your mental health first and leaving toxic circumstances behind.

The cogs of the data world are perpetually turning. Data never sleeps. Brace yourself for an exciting overview into some of the top data news stories that have been gracing our screens over the past month. 

The Guardian: Buzzfeed using AI for content and quizzes

If you were a pre-teen in the 2010s, chances are you’ll be all too familiar with the wonderful world of Buzzfeed quizzes. It was a universal experience: coming home from school and heading straight for the computer, where instead of doing homework, you’d wile away the hours doing quizzes to find out ‘what character from the Vampire Diaries’ or ‘what type of Converse trainer’ you are. It was the pinnacle of pre-teen procrastination.

Well, turns out Buzzfeed is moving with the times, as they’re now planning to incorporate artificial intelligence into their online quizzes and content. According to an internal memo sent out to employees, the company will begin using technology by OpenAI, the company that is also responsible for ChatGPT, the famous (and controversial) new chatbot tool that is taking the world by storm. Buzzfeed is the latest in a string of journalistic platforms to begin using artificial intelligence for content purposes. Whilst the technology is not perfect by any means (human editors are still required to scout for errors), is it only a matter of time before journalism as we know it changes forever?

The Guardian: BuzzFeed to use AI to ‘enhance’ its content and quizzes – report

The Telegraph: Shopping habits diagnosing ovarian cancer?

According to a new study, data from loyalty cards could indicate early signs of ovarian cancer in women up to eight months before diagnosis. Women suffering from ovarian cancer in its earliest stages may experience problems such as bloating and indigestion, and so many turn to over-the-counter medication to resolve these issues, believing it to be nothing serious. It may now be possible to harness this purchasing data to diagnose women with the disease earlier.

Early diagnosis is vital when it comes to treatment. 93% of women diagnosed with the disease in its earliest stages survive for five years or more, whilst the outlook is much less positive when diagnosed at the latest stage, as low as 13 percent. Thus, this data could be a gamechanger and could save the lives of thousands of women.

The Telegraph: How your shopping habits could help diagnose ovarian cancer eight months earlier

Wired: ChatGPT as a means of cheating on homework

As mentioned earlier, ChatGPT is currently causing quite the sensation in the tech world. The chatbot is able to respond to a vast array of queries with astounding accuracy; it can solve computer bugs, answer problem-solving questions and even recommend reading material based on your taste in books.

Whilst many companies are already rushing to adopt the technology (see above), others are less enthused about the prospect of ChatGPT infiltrating their workplace. Teachers, in particular, feel like it might spell disaster for their students. New York City’s board of education has already banned it as a pre-emptive measure.

As we know, the technology has the potential to answer pretty much any question you throw at it. Does that mean that students could ask the chatbot their homework questions and copy the answers?

Well, when some teachers put this to the test by asking the technology some typical questions themselves, the answer turned out to be a pretty resounding no. Whilst ChatGPT has the ability to answer questions and solve problems itself, there is one consistent flaw: the answers don’t read as authentically human. No 11-year-old child would be capable of answering the questions in the way that the chatbot does, and equally, no GCSE student would plausibly be able to submit an essay written by the software. So, while ChatGPT has its fair share of uses, the days of students realistically being able to use it to cheat in exams and on their homework are still a long way off.

Wired: ChatGPT Is Coming for Classrooms. Don’t Panic

BBC: Covid-19 modelling data draws to a close

It seems like the dark days of the pandemic might well and truly be behind us. The UK Health Security Agency announced at the beginning of this month that it will stop publishing Covid-19 modelling data. It has been deemed no longer considered necessary for the sake of public health, due to the fact that people are living with and managing the virus in a much more controlled way, thanks to vaccines.

When we were still in the throes of the pandemic, many of us were religiously checking the R-rate (reproductive rate of the virus), as it was being updated weekly. Since April, this has been reduced to a fortnightly update, and now, it will no longer be tracked as vigorously. From now on, the medical community will continue to monitor the disease, reintroducing the modelling data if necessary (if a new variant of concern emerges, for example).

BBC: UK Covid modelling data to stop being published

Financial Times: Getty Images files lawsuit against Stability AI

Generative AI may seem like a fun, innocent tool at first. Many of us have dabbled with the LensaAI app to see what we’d look like as cartoon characters after the platform went viral on social media. But how ethical is this technology in reality? Generative AI cannot exist in a vacuum. It’s built off the back of billions of pieces of artwork made by real, human creators.

In light of this, Getty Images has filed a copyright claim in the UK High Court against one such platform, Stability AI, which is a free tool that generates images for users. Getty claims that Stability AI copied millions of images – many of which potentially came from Getty’s store of over 135 million images – in making their technology a reality.

Tech companies across the globe will be particularly invested in this case. The way it unfolds will have huge implications in the future. If the court finds that it is not okay for Stability AI to process artists’ work for their own purposes without giving credit or compensation and that this is a copyright infringement, similar AI tools will all need change tack to avoid similar lawsuits themselves. Whatever happens, this case could significantly change the course of AI development in the UK.

Financial Times: Art and artificial intelligence collide in landmark legal dispute

Let’s not beat around the bush: the world is currently in a state of economic chaos. War is raging in Ukraine, businesses worldwide are still licking their wounds in the aftermath of the Covid-19 pandemic, a cost-of-living crisis has gripped the UK and countries worldwide are experiencing rising inflation with an average inflation rate of 7.4%. A dark, heavy cloud of global gloom has descended upon us, with whisperings of layoffs and redundancies haunting many office corridors worldwide.

Major corporations such as Peloton, Meta and Twitter made headlines throughout 2022 by laying off employees en masse, whilst Bloomberg reported that the pace of redundancies in the tech sector was approaching early pandemic levels. Whilst Apple didn’t follow suit by letting go of thousands of employees, the company opted to freeze hiring instead. You would be forgiven for confusing the current state of the hiring market with the Wild West circa 1890. In the words of Olivio Rodrigo, ‘it’s brutal out here’.

So, why exactly are so many companies resorting to mass redundancies? Mainly due to the looming threat of an impending recession and the consequent need to cut costs wherever possible.

In light of these developments, it’s no surprise that many of us are seeking new ways to future-proof our working life against outside forces beyond our control. The last thing any of us wants is to be made redundant, left out in the cold with every door of opportunity around us firmly closed. In the midst of such an anxiety-inducing economic situation, employees are asking the question: how do I prepare myself should the worst-case scenario become a reality?

Enter ‘career cushioning’, the latest in a string of career trends that appears to be making serious waves on social media and beyond (the hashtag on TikTok has 75,000 views thus far). As is the case with many career trends, the term ‘career cushioning’ is derived from dating slang. In the dating world, ‘cushioning’ involves actively pursuing new romantic connections whilst still in a committed relationship, gearing up for an impending breakup.

When it comes to your professional life, however, the process of ‘cushioning’ is a little more ethical. ‘Career cushioning’ is a way of protecting yourself against a potential job loss, by making yourself more employable so that you can bounce back from redundancy more quickly. Not to be confused with ‘quiet quitting’, ‘career cushioning’ is an insurance policy that involves implementing measures to safeguard your working life whilst still remaining as committed as ever to your current role. It does not by any means indicate a changing attitude to work or shifting loyalties, but rather functions as a safety net in the face of an uncertain future.

So, the question is: should you be ‘career cushioning’?

Short answer, yes. No matter how secure you may feel in your job, there’s nothing to be lost (and everything to be gained) from focussing on professional self-improvement and broadening your horizons.

There is no set formula or secret recipe when it comes to ‘career cushioning’. It’s whatever you make it, and the process looks different for everyone. For some, the best way to gain some career confidence is by brushing up on industry knowledge and regularly researching market trends to stay in the loop, whilst others may boost their employability by creating a personal brand on LinkedIn, nurturing and expanding their professional network in the process.

Upskilling is another sure-fire way to improve your chances of getting noticed by prospective employers and recruiters. Invest in your professional development by signing up for classes or courses to gain certifications that you can proudly display on your CV or LinkedIn profile, signposting with keywords.

Even though ‘career cushioning’ does not involve actively seeking new opportunities, engaging with recruiters is always a good idea. Not only can they add you to their database to keep you updated on relevant opportunities, but they can also provide you with expert advice on the job market.

An often-overlooked way of cushioning your career is by proving that you’re an asset at your current place of employment. If you’re happy and satisfied with your job, go above and beyond to demonstrate how indispensable you are to the company so that they couldn’t bear to let you go. Have an honest and open conversation with your boss to explore ways of developing your role at the company, finding out if there are any opportunities that can further your personal growth. Make your presence known, engage positively with colleagues, work proactively and put yourself out there.

However, at the end of the day, there’s no guarantee that this will protect you in the long-run. Whilst you should definitely do your all to prove your worth, even the most dedicated and talented employees fall victim to mass layoffs, which often have nothing whatsoever to do with your contribution to the company.  Some things simply lay outside of our control, so it really is wise to do everything you can to prepare for the worst, taking matters into your own hands.

Whilst there’s nothing wrong with investing in your professional development and scoping out potential opportunities, it’s crucial that you draw a line in the sand and don’t get caught up in the whirlwind of an all-consuming job search. ‘Career cushioning’ is, after all, an insurance policy against redundancy, not an avoidance technique that sees you neglecting responsibilities at your current job. Look at it as an extra-curricular activity rather than a full-time project; by all means, spend your spare time upskilling, networking and updating your CV, but don’t let yourself fall down the rabbit hole of a job hunt that involves mindlessly scrolling through job boards and sending off mass  job applications during working hours. Establishing boundaries is key.

And, if you do find yourself getting a little too invested in a full-blown job search, ‘career cushioning’ might not be the solution you’re looking for. It may suggest a genuine desire to work elsewhere and a lack of satisfaction with your current role. If this is the case, perhaps you should be taking more drastic measures to address this more fundamental problem with your job. That’s an issue for the here and now, not the future.

It’s January, and we all know what that means: the inevitable return of new year’s resolutions.

For many of us, December is a hazy month of unreality, characterised by the consumption of too much food and alcohol, with one day blurrily melting into the next as time loses all meaning. And then, out of nowhere, January hits like a ton of bricks, rudely awakening us from our festive slumber.

The month of January ushers in new beginnings, wiping the slate clean in preparation for positive life changes.

But, for some of us, the prospect of making ‘new year’s resolutions’ is daunting. It fills us with dread because deep down, we know that when December rolls around in twelve months’ time, we will have failed to stick to many (if not all) of our resolutions. By the time the month of January runs out, so too does much of our enthusiasm to achieve our goals for the remainder of the year.

But how do we keep up momentum and stick to our resolutions throughout 2023? According to a recent survey, 58% of the UK population will be setting themselves new year’s resolutions this year. Data from Statista has ascertained that around 20% of these will be work-related. Let’s explore some of the steps you can take that will help you stick to your career resolutions throughout the year.

Keep it realistic

Perhaps you’re starting out the year with the dream of finally receiving a long-awaited promotion or a glittering new job offer. Whilst there’s nothing wrong with being ambitious, it’s wise not to set these larger aspirations as your new year’s resolutions.

For one thing, these goals are too vague to measure over the course of a year in any meaningful way. How do you go about achieving them? How do you know you’re making any progress?

It’s far better to set smaller resolutions that are realistic and trackable. Perhaps there’s a project that you aspire to work on, or a professional certification you’re looking to complete. These smaller resolutions function as the building blocks that lay the foundations for your grander aspirations in the long-term.

It’s also important to keep your list of resolutions short and sweet, or else you may end up feeling swamped under the weight of expectation. Set yourself 5 realistic goals to avoid feeling overwhelmed.

Do it for yourself

Far too many of us buy into the age-old narrative that we need to be achieving a certain amount in our career according to what society has deemed ‘success’ and ‘failure’. There’s a pre-determined path laid out in front of us, and we often fall into the trap of aligning our goals and aspirations to these societal expectations. We end up setting career goals for the wrong reason: with the sole intention of impressing others and appearing outwardly successful.

If you really want to stick to your resolutions this year, you need to dig deep in order to determine what it is that you truly want yourself. Your career goals should be determined with your own happiness and satisfaction in mind. Drown out the white noise of other people’s expectations; their opinions are not a solid motivation that will help you achieve your goals. Think deeply about what you want and where you want to see yourself, irrespective of social pressures and external influences.

It’s all too easy to fall victim to ‘mimetic desire’ (aspiring to achieve what others have), emulating others rather than focussing on yourself. Make sure your resolutions centre around your genuine wants and needs, or else there’s little chance of you sticking to them.

Prioritise your mental health

Obsessing over your new year’s career resolutions poses the very real risk of causing ‘ambition anxiety’: the desperate desire to succeed professionally in a bid to impress others. It’s easy to get caught up in the thrill of winning and achieving, when in reality this could be costing your mental health big-time. Keep in mind that incorporating your career resolutions into your working life should feel like a marathon rather than a sprint: it’s a process that requires patience if you want to see long-term progress, and you can’t let yourself be overwhelmed by a desire to succeed.

Put your mental health at the forefront this year to remind yourself that there’s more to life than achieving your career goals. To avoid sinking under pressure, remind yourself that the stakes are not as high as you think: there’s more to life than succeeding at work. Don’t let your career aspirations dictate your life. Dedicate time and space to a new wellbeing practice this year, such as meditating, eating healthier foods, or simply going for a twenty-minute walk outside every day.

Get support

Sticking to your new year’s career resolutions can be daunting, but you don’t have to face it alone. In fact, leaning on others can be incredibly helpful when you’re setting out to achieve your goals throughout the year. Take advantage of the support system already around you (or else cultivate a new one); whether that means turning to friends and family, expanding your professional network, leaning on colleagues, or even enlisting the help of professional mentors.

And whilst you’re at it, seek out someone who can function as an accountability partner. Let your boss know what your career aspirations are and check in with them regularly to gauge how well you’re doing over the course of the year. Or, if the thought of giving your boss another opportunity to critique you sounds like your worst nightmare, ask a colleague to be your accountability partner instead.