1. Your coffee cup is empty at the end of group meetings. No, coffee drinking itself isn’t a sign of good leadership. But if you’ve spent the whole meeting dominating the discussion, you haven’t had time to sip your coffee and listen to the input of others. A full notepad and an empty coffee cup means your team had the time and space to share their input.Read More
I said “no” this week. I didn’t want to say no. I’m a people-pleaser by nature, and the invitation was one that I genuinely wanted to accept. But I said no, nonetheless. As painful as it was to let one opportunity go, I received immediate positive results from my decision that reinforced the power of saying no.
First, the process of empowering myself to say no has been a long one. It began by accepting that while I’d like to be everything to everyone, I acknowledge that saying yes to everyone else means I’m often saying no to myself. I sacrifice my free time, well-being, and preferences for those of others. And while self-sacrifice has its place, it can’t be the default. By saying “no,” I reinforced that I put my goals, needs, and well-being first.
Most organizations are reporting challenges to maintaining a fully staffed workforce. Retaining existing employees has become an even higher priority than ever. Naturally, leaders, high performers, and high potentials tend to receive the most attention when it comes to retention. This is understandable given the impact these individuals have on the organization and the cost to replace them. However, that may not be the best strategy for today’s workforce challenges. Instead, it’s important to ask who is disproportionately leaving the organization and why.
If one thing’s for certain, it’s that the Post-Pandemic “Return to Normal” will look nothing like the workplace of the past. The Future of Work will likely include more choice and flexibility than in the past. For organizations that prioritize preserving their in-person office experience and culture, the future state may include a hybrid work arrangement or flexible schedules. While this sounds like a viable compromise for the impossible task of making everyone happy, there are certain employees that will be impacted more than others.
Even before the Tokyo Olympics began, Simone Biles had already shown the world that she was a truly remarkable individual. Her strength and courage are unquestionable and evident in the way she has handled enormous pressure, injuries, and unspeakable abuse at the hands of her athletic trainer. She always rose above and handled each situation with grace and maturity beyond her years.
Her decisions during the Olympic Games this week further solidify that she is truly in a league of her own.
The HR department typically bears responsibility for designing organization-wide engagement tactics and retention strategies, but the reality is this is everyone’s job. It’s a common belief that individuals don’t leave a job, they leave their boss. Poor management and leadership drive out top talent who are easily recruited away in today’s candidate-driven employment environment. It’s not just headhunters and great recruiters that managers should worry about these days. A veritable candy store of employment alternatives awaits your least satisfied/engaged employees, and leaders need to consider the risk this poses to the organization.Read More