Iman Consulting, LLC

This article underscores why representation is so important in healthcare. It's a quick read that may help you understand why diversity, equity and inclusion are principles that are worthy of open dialog. https://lnkd.in/gTpG4kEh

Hispanic Heritage Month presents a particularly special opportunity to recognize the countless significant contributions of our Hispanic brothers and sisters. It also presents an opportunity to highlight the dynamic attributes of the various traditions represented within the Hispanic culture. Please join us this month in elevating the historical and present day contributions from a beautifully diverse groups of people. #NationalHispanicHeritageMonth

Today we honor the ongoing journey toward justice for all. #FreeIndeed #Juneteenth #Liberty4All

According to the World Health Organization, burnout is a syndrome resulting from chronic workplace stress that has not been successfully managed. It is characterized by three dimensions: 1) feelings of energy depletion or exhaustion; 2) increased mental distance from one’s job, or feelings of negativism or cynicism related to one's job, and 3) reduced professional efficacy. But who is responsible for successfully managing the stress of the workplace? Leaders play a role in setting expectations and boundaries. It's crucial that these expectations are reasonable and manageable, understanding the need to avoid a high-performance, high-pressure environment that isn't sustainable for employees. Employees play a role in voicing when you've moved from comfortable to stretched, and it's essential to raise your voice before you've been strained. Both parties must do their part in constructing reasonable expectations. It's a serious issue. All too often, employers lose valuable team members to burnout. Employees, despite feeling detached, depleted, or ineffective, keep pushing through their work. This is not sustainable for anyone, and it's a problem that needs to be addressed. Connecting with your team members regularly to gauge whether they find their work appropriately challenging is necessary to keep the lines of communication open and to keep good people. Leaders, don't wait for an evaluation to check-in. Employees, don't reach your tipping point before you use your voice. Check-in with your boss and take matters into your own hands by balancing your workload with appropriate self-care and setting reasonable professional boundaries.

Busyness is not a badge of honor. The most admirable leaders build a high-caliber team with which they can share responsibility and accountability. However, chronic busyness can be detrimental, leading to burnout and decreased productivity.  Of course, there will be special projects and times that stretch you and push you to your capacity; however, this should not be a chronic state. Is your organization building leaders who are encouraged to use their time and talent wisely, or are you participating in the conspiracy of busyness? We'd love to hear how you create balance in your life so that you don't fall victim to the conspiracy of busyness.

Millennials (1981-1996) and Gen Xers (1965-1980) represent the largest generations participating in the workforce. Data indicates that Generation Z, born 1997-2012, will overtake Baby Boomers (1946-1964), currently the 3rd largest group, before the end of this year. With economic shifts and life expectancy changes, now more than ever, we see as many as five generations in the workforce. Our upbringing, our exposure to technological advances, how imaginative we've had to be in our childhood (i.e., play outside vs. video games) or even how we've accessed resources shape how we problem-solve, troubleshoot and build relationships in the workforce. As younger generations embrace a "work to "live, not a "live to work" mentality, how has your company adjusted to bridging gaps in work experience expectations? How are you using the knowledge and wisdom of your more seasoned employees to complement the gifts and talents of the next generation? Is your company, your leadership team, or your division ready for a dynamic and diverse workforce? Contact us at imanconsulting.com/contact for more information on our Generational Differences in the Workforce workshops. #leadership #leadwithintention #generationaldifferences #differencesarentdeficiencies #nextgenerationleadership

As you tackle your work week, please remember to let the big things be big and the little things be little. "Whatever you focus on expands" so lean into your priorities and give them your undivided attention so that you can accomplish your goals for the week. Also, be mindful of your thoughts because they are the seeds of your success. #MondayMotivation #RespondvsReact # NurtureYourThougths #LeadwithIntention

Please join us in welcoming Tommy Glennon to Iman Consulting, LLC as our Communications and Community Engagement Assistant for his summer internship! Tommy is a first-year Political Science and Spanish major at St. Olaf College. He has lived in the Quad Cities on the Iowa side of the Mississippi River for over a decade, where he graduated in 2023 from Pleasant Valley High School. He has conducted local journalistic advocacy and is interested in equity in the QCA. He’s so excited to join Iman Consulting as an intern and we’re thrilled to have him.

"Can I pick your brain?" Consultants frequently get this question. The answer is YES! So, if you know anyone who is looking to: -advance in their career -start a new career - jump-start their business -navigate professionalism/leadership or -looking for advice on just navigating being a person of color in the world of work, feel free to submit your question(s) at https://lnkd.in/gEbBu2rV. We'll record video responses to the submissions over the next several weeks. Don't worry-our responses will keep anyone who submits anonymous! We've found that many people have similar barriers, so we'll address the questions so anyone who shares your struggle can benefit from our insights.

This is just a friendly reminder that differences don't have to be a barrier. Differences are not deficiencies. They are just differences. If we can lean into what makes us different, we can unlock the potential of using each other's differences as assets. #inclusion #diversity #equity #businessstrategy #inclusiveworkplaces #leadership #belonging #strategicgrowth