Tag: Henrik de Gyor

Tools I Use: speech to text

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In the tool kit of accessibility functions most computers have today that I use often is speech to text.

Once enabled with a quick command, all you do is annunciate and the computer will write what it hears you say.

I have to emphasize that you do need to annunciate, not simply mumble what you say to the computer and expect it to understand what you say, including syntax. Period. Editing comes later anyhow.

Thanks to advances in speech recognition, speech-to-text works quite well now. If the speech recognition is trained on your voice and the way you say things based on a script you read to train it, the speech-to-text function can work even better. The best speech recognition tools can learn based on your edits and corrections.

In the past, I wrote about text to speech to save time reading/reviewing electronic documents and articles. Speech to text is just another productivity superpower you can use on a daily basis.

Most of us can speak rather than type since our hands are already quite occupied. This computer function can save you time and energy by potentially making you more productive like it does for me.

Do you use speech to text daily?

How do I: evaluate any work opportunity

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We can all find work opportunities for ourselves if we look today. How do you evaluate any work opportunity?

We all have the opportunity to find meaningful work if we know what we’re looking for and how to evaluate it. When I consider any work opportunity, I use six key criteria to help guide my decision-making:

1. Is it remote work?

Remote work has been a priority for me since early 2019, well before the pandemic changed how many people think about work. For roles that don’t require physical handling of objects, being on-site isn’t just unnecessary, it can be counterproductive. As an extrovert, I value connection, but I also value how our time is spent, adaptability, and flexibility even more.

Remote work reduces wasted hours commuting, expands opportunity beyond geography, and supports both global and local relationships through technology. Leading organizations have embraced this shift, realizing that top talent can thrive anywhere. If a company still insists on in-person digital work without a clear need, it may be holding onto outdated assumptions instead of evolving toward the future.

2. Am I paid well?

Compensation should reflect both the value and the impact of the work. Remote work doesn’t diminish the quality of services provided; it often enhances them. I’ve seen consistent demand for my expertise, and as a result, my rates have increased, not decreased. When clients recognize the value I bring and how easy it is to work with me, we both win. Fair pay remains a baseline for mutual respect and commitment.

3. Are they listening to me?

Mutual communication and respect are foundational. If my input isn’t being heard or considered, it limits the impact I can make. I want to work with people who are open, curious, and willing to collaborate. That’s where progress happens. Active listening, thoughtful feedback, and shared understanding are all signs of a healthy work relationship.

4. Can I make a difference?

I look for opportunities where I can make a real contribution, where my skills and insights lead to positive change. If no one is listening or there’s no space to create value, then it’s not a fit. My goal is never to clock hours; it’s to deliver meaningful outcomes. Being able to make a difference is not just good for the client, it’s motivating and fulfilling for me, too.

5. Is it what I want to do?

Work should align with evolving interests and priorities. As circumstances change, so do our definitions of fulfillment. I regularly ask myself: Am I still energized by this work? Am I learning and growing? Am I aligned with the mission and values? We all deserve to work in ways that are both effective and rewarding. The goal isn’t just to get by. It’s to thrive.

6. Am I treated well?

Respect and collaboration matter. I value a culture where people treat each other with professionalism, empathy, and integrity. While challenges and disagreements are part of any job, how we engage with one another defines the quality of the work environment. When expectations are clear and conversations are respectful, we build trust, and that leads to better outcomes for everyone.

Other factors?

When any of these six factors starts to break down, it’s worth pausing to reevaluate. We all have different standards for what makes work meaningful, and those standards evolve over time.

What matters most to you when evaluating any work opportunity?
What are your non-negotiables?

Image of person working at desk

How I do: work remotely and thrive

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Since early 2020, there has been a significant growth in remote workers. Many were forced to do so, whether they were ready or not. Some adapted well while others are still adapting or resisting. Some workers are considering working in a hybrid (some time in the office and some time remote), which makes little sense since you do not accomplish anything more in an office away from home.

Have a dedicated workspace where you can focus on work.

If you really look at how you spend your time, measure your productivity, and have meaningful/impactful communication, you will have more online than in person. And I say that as an Extravert.

If you really become self-aware of your time in an office, you will be less productive, less communicative with valued impact, and more wasteful commuting, walking around to places that have decreasing value for every step you take in an office. The empty office is a waste of time and money. Stop defending the commercial real estate spend that is a sunk cost and dump it already.

I was called by several Fortune 50 companies that had the illusion that my time should suddenly be 20% to 50% cheaper now that everyone can work remotely based on their projected “cost of living”. Allow me to correct them publicly as I did over the phone before I declined their bid for me to work for them. This goes for every employer or contract, though.

My work does not change in scope or difficulty regardless of where I am physically located to do the work. Neither do the rates I charge.

Let us very publicly burst the bubble that employers pay anything close to “the cost of living” where they are located. Some day, Human Resources professionals will stop using ‘cost of living’ as an excuse when they have not researched this themselves in their locality today, nor updated regularly based on where their employees are located. Let us stop this fiction since we live in reality.

Each role has a budget set aside for it. What is the budget for this position? Know ahead of time what you should be paid for this role.

By the way, distributed companies (those that have little to no offices with thousands of workers), offer the same pay scale to everyone, based on their title and role, regardless of their location worldwide because it is the employees’ choice where they live and work. Not the employers. If it is not a choice, employers will have fewer applicants, fewer experienced professionals, and fewer employees in the near future, even when they really need them.

Why does it matter where the company is located? It is understood that many companies will have pay grades and pay scales that slide up and down. I am not advocating for the unionization of workers, especially if you have negotiation skills and work experience to back it up.

What can employers do better to adapt to remote workers?

Here are some ways to set expectations publicly.

Need a virtual speaker?

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Many fear public speaking. Some people embrace that fear and use this opportunity to share their message to benefit more people.

Now that public speaking and conferences are mostly virtual, these public speaking events are more accessible to everyone who is interested in listening to the topic at hand from anywhere worldwide online.

Often public speaking events are recorded for on-demand viewing by audiences which are preferred nowadays. Recorded events can get more views and a larger audience over time than any in-person audience. Something speaking events are private and more exclusive so they can charge money for live access. Private events often get less of an audience unless the recordings are released publicly at a later date such as TED Talks.

As a public speaker, you can find many of my upcoming virtual speaking engagements (updated often), topics I often speak about and some previous speaking engagement (in-person or virtual) here: henrikdegyor.com/speaking/

Are you looking for a virtual speaker for an upcoming speaking engagement?

How do I: Start a mastermind group

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After reading Eric Moeller‘s book Levelling Up: The Complete Guide to Starting a Mastermind Group, I started several virtual masterminds:

Writers’ Mastermind Group

A group of writers who all have the common goal of completing their own book project and self-publishing it before Thanksgiving.

I had the idea of having a group of writers who want to complete a book and then pushed them forward (including myself as a peer) with:

  • Creating a daily habit of writing – a manageable 30 minutes every day
  • Holding weekly accountability sessions online for peer accountability and peer support over the summer. This changed to meeting twice a month in the Fall due to other meetings for the same group.
  • Setting realistic goals for each of us (example: write 1 page per day) and declare them
  • Share online resources for design, editing, layout, self-publishing, and other helpful tips to accomplish the ultimate mastermind group goals

Started with an online survey in June to have writers opt-in with qualifying questions.

Two weeks later, I followed up with a scheduled Q&A session via group Zoom call for those already committed and anyone on the fence. Locked in the group that night and we got started. No more procrastination.

We wrote during July, August, and September. Then we had the books edited in October. Pushed for cover designs, formatting, layout, and marketing.

Pushed to finish their book projects and ready to publish in late November.

Podcasting Mastermind Group

During the summer, I also started a mastermind for podcasting with a few podcasters.

Want to join a Mastermind Group? 

Schedule a complimentary call to discuss if it is right for you and get your questions answered today