Renee Beckman

Here’s the corrected blog with improved structure, varied sentence beginnings, added subheadings, and better use of transition words:

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If We Could Only Live in a State of Dopamine

Imagine a world where no one felt:
– Crabby
– Sad
– Depressed
– Anxious

What would it take to create such a world? The answer lies in understanding **dopamine**, a powerful neurotransmitter that influences our emotions, motivation, and sense of reward.

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What Exactly IS Dopamine?

Dopamine is more than just a “feel-good chemical.” It’s a neurotransmitter—a chemical messenger in the brain—that plays a vital role in how we experience pleasure, motivation, and reward. Additionally, it helps regulate critical functions like mood, attention, learning, and movement.

Beyond its role in pleasure, dopamine also contributes to decision-making, memory, and motor control. For this reason, it’s often described as the driver of our goals and the key to achieving satisfaction.

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What Triggers Dopamine?

Certain activities and experiences naturally stimulate the release of dopamine. Here are a few examples:

– Achievement & Success: Think about how great that promotion felt!
– Anticipation of Reward: Who doesn’t love the excitement of opening a gift?
– Physical Exercise: Have you ever felt the rush after a Zumba class?
– Social Interaction: Nothing beats a fun girls’ night out!
– Novelty and Exploration: A hike in a new national park can be exhilarating.
– Healthy Risk-Taking: Skydiving, anyone?
– Eating Certain Foods: Stan Croissant Donuts, anyone else obsessed?
– Music: Songs like “We Are the Champions” by Queen can instantly uplift.
– Recognition: A simple “You did a great job!” can make someone’s day.

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How Is This Relevant to Your Career?

It’s relevant in every way imaginable. Dopamine not only makes us feel good but also strengthens the connection to the people and experiences that trigger its release. Consequently, being strategic in how you communicate can enhance your relationships with bosses, clients, colleagues, or even interviewers.

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Simple Ways to Trigger Dopamine in Professional Settings

Start with dopamine-triggering words—achievement-oriented terms paired with warm, positive language.

Examples for Colleagues
“Hey, I really appreciate your help. It made a world of difference to the success of the project!”

For Direct Reports
“You had such a WIN yesterday! Securing that new client was amazing. You’ve truly mastered our company pitch. Thank you!”

During an Interview
“Thank you for your time—I really appreciate it. It’s clear that you’ve succeeded in creating a winning team here, and I’d love to be a part of it.”

Another Option for an Interview
“I see that you treasure your employees and aim to create a big impact for your customers.”

Using such language not only makes people feel good but also leaves a lasting impression. In turn, these connections become stronger and more meaningful.

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The Power of Achievement and Warm Words

Dopamine-inducing words can work wonders in professional communication. Here are some examples to try:

Achievement-Oriented Words
– Win
– Succeed
– Master
– Achieve
– Conquered
– Launched
– Attained
– Impactful
– Strategic

Warm Words
– Supportive
– Help
– Amicable
– Gracious
– Nurture
– Encourage
– Respect
– Treasure
– Gratitude

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Why It Matters

Next time you’re writing an email or preparing for a critical conversation, consider how you can incorporate both dopamine-inducing and warm words into your message. As a result, you may notice stronger connections, enhanced motivation, and even better outcomes.

Embrace the power of dopamine in communication, and watch your relationships thrive!

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#Dopamine #CareerSuccess #Motivation #Leadership #Communication #PositiveWorkplace #TeamBuilding #EmotionalIntelligence #ProfessionalDevelopment #Neuroscience

Anyone who’s worked with me knows I almost never send a job description as a recruiting tool. Sure, I’ll provide it for interview prep, but I prefer to tell the story of the role instead.

Why?

I’m usually talking to professionals who’ve “been there, done that.” They know the job. Sure, there may be a few new elements (hopefully!), but it’s easy for us to quickly determine if they have the technical acumen. So why don’t I just send the job description upfront? Because it’s really just a list of tasks.

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Here’s My Take:

– It’s a dry, chronological list of duties.

– There’s no mention of priorities.

– It doesn’t explain where they’ll spend their time (in % or otherwise).

– It lacks details on how things get done.

– It’s often full of cryptic, vague language.

Some classic examples pulled from JDs:

– “Responsible to motivate team.”

– “Create process improvements.”

– “Assist with projects.”

– “Complete other duties as assigned.”

What does any of that even mean?

For analytical minds—think accounting, finance, and tech professionals—those job descriptions don’t cut it. They’ll hone in on what they’re not an “expert” in or stress about whether they can handle certain responsibilities. I always reassure them, “Look, I wouldn’t be talking to you if I wasn’t confident you had the technical skills.”

I came across a job description for a Senior Analyst this morning. It started with “You Will” and “You Bring.” Seemed inviting—*it wasn’t*.

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So, Why Aren’t We Doing This Differently?

Why aren’t we creating videos of hiring managers explaining the role and posting them on LinkedIn? Imagine the impact of a hiring manager—or even better, an executive—sharing the why behind the company. They could start with the big picture, then pass it off to the hiring manager to discuss the team’s story, exciting upcoming projects, and real priorities of the role. It would paint a clear picture of what a day or month in the role looks like.

I get it—*not everyone* is dynamic in front of a camera. But as a leader, you need to be at least somewhat comfortable speaking to groups. That’s part of leadership, even if your “group” is a two-person team. Or, find a team member who’s good at it! All you need is an iPhone!

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If Videos Are a No-Go, Try This:

Have the hiring manager write a paragraph for the job description—one that tells the team’s story and the exciting things happening. Not a generic, cookie-cutter paragraph, but a genuine note to potential candidates. Let your personality, leadership style, and passion for the work shine through. Be authentic!

We need to stop reducing both people and job descriptions to one-dimensional pieces of paper.

Be the change!

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#JobDescriptions #HiringTrends #Leadership #Recruitment #BeTheChange #TalentAcquisition #WorkplaceInnovation #RecruitmentTips #CareerTips

I was brushing up on leadership strategies recently and came across an old friend—not literally, of course, but someone I love learning from: Simon Sinek. You probably know him from his best-selling book, Start with Why.

Naturally, this led me down the infamous YouTube rabbit hole (don’t pretend it hasn’t happened to you!), where I stumbled upon a recent interview with Sinek. He made a great point about how much he dislikes the title Chief Executive Officer. According to him, it doesn’t reflect what the leader actually does. Instead, he suggests Chief Vision Officer—which, hopefully, is far more accurate. The CVO’s job is to sell the company’s “Why”—its higher purpose, vision, and what it’s trying to accomplish.

Sinek often references Apple in his book. Apple’s genius is their ability to make you feel like you’re buying into something bigger than just electronics (even if those electronics are lifesaving… most days). Who doesn’t love that moment when you open the sleek, sophisticated iPhone box? I mean, it’s practically the best part of the purchase! Apple has somehow made the packaging part of the buying experience. There’s nothing like opening that box, and I have never come across anything quite like it.

Connecting the “Why” to Recruitment

Now, let’s tie this back to recruiting. The best interviews, the ones where everything just clicks, happen when the leader—whether it’s the CFO or CEO—sells the vision to the candidate. I have a client who works with me to strategically align our message to the market. We’re completely on the same page, which builds trust with candidates. They leave interviews with the CFO (who is also Co-CEO) totally pumped about the company, saying, “Renee, the interview was exactly as you described!” And that’s because we’re perfectly aligned on the message.

People buy into the Why. People stay because of the Why. People are loyal to the Why.

Yet, most leaders aren’t great at delivering that message. Below the CFO or CEO level, the vision barely gets mentioned, if at all. That’s a problem. When I use the term “leader,” that is anyone in the organization—you can be a leader in any role. So, whether you are a first-level manager or the CFO, the Why message still needs to be communicated.

Shifting the Culture Toward the Why

It’s time to change that. If people are loyal to the Why, and they’re the ones responsible for executing that vision (the How), they need to understand it and buy into it. Great cultures are built on the Why, not on what you do.

So, think about training your team to lead with the company’s Why in the interview process. If I were a betting woman, I’d wager that your recruiting process will get a whole lot easier.

For more insights on recruiting strategies and leadership tips, visit mseedinc.com. Let’s help you build a team that doesn’t just work—they believe.