06Jun

Did you make any New Year’s resolutions? About half of us did. A few more if you include those of us who sort of made them, by promising ourselves we’ll eat healthier, exercise more and lose weight “next year.” Year in and year out, those are among the most common resolutions we make.

And, alas, among the first we break.

If you made any resolutions before the start of 2019, did you keep them? The answer is almost certainly “no.” Research over the years tells us maybe 8% of all resolutions actually make it to the end of the year. In fact, by the end of January only a quarter of us resolution-makers will have kept them.

Psychologists, personal trainers, executive coaches and practically every professional involved in personal improvement tell the same story: We make too many vague and ambitious resolutions. Saying we’re going to lose weight is nothing more than a hope. A resolution that says we’re going to lose 5 pounds a month is a goal, specific enough to make us accountable and not so ambitious as to be unrealistic.

Doable resolutions are goals. Writing them down and tracking your progress reinforces your commitment, making the doing a habit. Should you slip — most of us will occasionally – forgive yourself and get back on the horse. Changing a behavior is not easy, the American Psychological Association says, so small steps are going to be more successful than attempting a big leap.

Today is only January 2nd, so go back to those resolutions you made yesterday or the day before and, being brutally honest, rethink how likely are they to still be real in February? More than two or three are probably too many.

If you resolved to save more money, rework it by specifying how much and how often and how. If you’ve been living paycheck to paycheck, are there expenses you can cut? If you doubt your self-discipline, schedule an automatic transfer from your checking account into savings. Sign up for your company’s 401k. Many employers will match what you put in, doubling your savings.

Keeping a resolution is work, but it shouldn’t be painful. Every time you go to the gym; every month you lose that 5 pounds; every time you save what you said you would give yourself a pat on the back. They may be small steps toward your goal, but every step brings you closer, so celebrate them.

Photo by Isaac Smith on Unsplash

Bank Finds Autism Spectrum Hires Make Great Technologists

In the five years since starting its Autism at Work program, global investment bank JP Morgan Chase has discovered there’s almost no job someone on the spectrum can’t do.

An autism spectrum candidate was interviewed for a developer job that required Java. It turned out it was a language he didn’t know, said Anthony Pacilio, the global head of the bank’s autism program.

“We interviewed him on a Friday and although he didn’t know Java he said he would be able to learn it by Monday,” Pacilio told eFinancialCareers. “He did that using a few books and YouTube tutorials and by Monday he was proficient enough in Java to get the job.”

Since starting the Autism at Work program in 2015, JP Morgan now hires some 180 people annually, placing them in a variety of jobs, many in technology. From initially hiring into quality assurance, people on the autism spectrum fill jobs in coding, cybersecurity and compliance.

“For the most part, a person on the spectrum can do any job that you give them,” says Pacilio.

They also outperform neurotypical hires. “We have also found that autistic people have an incredible approach to problem-solving. They are very granular and see things in completely different ways to neurotypical employees,” says Pacilio.

He says that autism program employees in just one technology role, for example, were as much as 140% more productive in completing tasks than their neurotypical colleagues, and they did it with no mistakes.

“That is almost unheard of,” Pacillo noted.

The bank has invested in training recruiters how to interview people on the spectrum and teaching managers new skills to accommodate their different styles and ways of communicating.

“Our recruiters have been trained to understand that a person on the spectrum may not make eye contact, or could take longer to answer questions than other recruits,” says Pacilio. “We are trying to get beyond the idea that when we hire we are looking for people who are gregarious and outgoing and look you in the eye.”

As cybersecurity specialist Jake Richard said in an article on the company website, It’s great knowing I have a support system here and that people understand what my strengths and challenges are. It’s very gratifying.”

Photo by Christina @ wocintechchat.com on Unsplash

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