A wise friend, Kwame Griffith, reminded me last week to try reframing the challenges we face by thinking of what the Universe is trying to teach us. I have a long list of reframing to do personally, but it also reminded me that coLeague supports leaders to reframe their challenges and get support just when they need it. We are helping many organizations redefine what they want to be true for their People work. If you are facing some challenges that could use some reframing support, it might be time to reach out! #peopleandculture #coLeague #peoplesolutions
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What politics can teach us about workforce engagement. #engagement #hope #workplaceengagement #leadershiplessons
I help leaders of mission-driven organizations take back their time and focus by embedding fractional People Leaders into the business in the right way, at the right time.
From Politics to the Workplace: The Power of Hope and Engagement I'm still thinking about last week's Democratic National Convention, and the importance of hope. Not "hope" as a slogan, but hope as the opposite of hopeless. I've heard many Democrats say, "I didn't realize how down I was until I felt this current energy." While I don't have some deep understanding of politics, it has me thinking about what this can look like in the workplace. It might be the best way to understand engagement. Gallup's 12 questions are meant to understand productivity. [Learn more](https://loom.ly/0rrT1dA) "Productivity" feels fairly cold. We often think about engagement from an employee's perspective - how the culture makes them feel. But at the end of the day, when we are feeling hopeless and unengaged, we also aren't getting much done. So what can we learn from politics? ## 1. Pay attention to the signs By the point of disengagement, your people are probably not saying a whole lot. They have given up on the hope that something might change. Look for these indicators: - Declining attendance - Reduced activity in your Slack channels - If you're in person, whether people are socializing or just always have their heads down ## 2. Leaders matter Your energy as a leader is contagious: - If you are tired or not fully in, your people will take their cues from you - If they see you joyful and running towards the challenge, they'll take a cue from you too - This is easier said than done, and it can't come from a place of "playing the part" - As the flight attendants remind us, you have to put your mask on first ## 3. Stop and celebrate This was always one of my greatest challenges leading teams. I didn't want to take our foot off the gas by going for a round of drinks because I was: - assuming people just knew how proud I was of the work - assuming there wasn't enough time But for your own good and for your people, stopping to review what you have accomplished and really celebrating actually puts the foot on the gas, not takes it off. So let's bring the energy and the joy to our work too (balloons optional). Have you experienced the impact of hope (or hopelessness) in your work environment? Are there other lessons that you are learning in this presidetial campaign? #WorkplaceEngagement #LeadershipLessons #EmployeeMotivation
Gallup's Q12 Employee Engagement Survey - Gallup
gallup.com
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We are thrilled to be partnering with Leading Edge on supporting the people that are focused on people and culture for their organizations!
Talent leadership is key to thriving Jewish organizations. That’s why we’re proud to announce the inaugural cohort of the Culture Accelerator, Leading Edge's development program for talent professionals driving the “people work” at their organizations. https://lnkd.in/gWpQswD2
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The base of the Employee Hierarchy of Needs is safety, which includes physical and psychological safety, as well as basics like the knowledge that one’s employment is legal and secure. Once employees feel safe, then it’s important to ensure they can attach purpose to their work: they have clarity on what their role is and they can see how their individual work contributes to the organization’s mission and goals. We then layer on structure, which provides the frameworks and processes for navigating the organization, and then the all-important autonomy. People want to have a say in what’s going to happen to them, now and in the future! Lastly we top the pyramid with incentive, which while still an important need for team members, is so much more effective when the rest of the pyramid is solidly in place. Curious to see where your organization sits from an employee hierarchy of needs? Sign up for a free consultation. https://loom.ly/fP36UMA #employeehierarchyofneeds #talentstrategy
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Testimonial Thursday: "My team needed short-term, deep capacity to take our talent infrastructure to the next level. Our coLeague Erick was a true partner and played a pivotal role in crafting policies and practices that not only achieved immediate goals but also laid a solid foundation for the organization." Thank you @Elsa Dure. We loved working with @EdLoc! #testimonials
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