Chief’s Post

It's crucial to find the balance between honesty and kindness in the workplace. As highlighted in the Chief article, avoiding tough conversations can lead to unresolved issues and break down trust. Leaders, especially women executives, can balance this by focusing on facts, using "I" statements, and providing actionable feedback while showing genuine care. Not addressing conflicts can harm workplace culture, causing tension and lowered morale. Honest discussions build trust and foster problem-solving. Leaders should prepare for these conversations by choosing the right time, starting with positive intent, and practicing active listening. Empathy is essential—understanding others' perspectives while focusing on facts can make a big difference. Creating a transparent environment means leading by example, having safe spaces for dialogue, and recognizing honest communication. It's about fostering a culture where open communication and respect are valued.

Effective Confrontation takes practice 😅

Creating Psychological Safety as a Leader is essential. I really believe it. Last week I shared why I believe this. Today I share some practical advice for Leaders on how to create it, based on my own experiences. 💡 Be Human: Be open about your own mistakes, vulnerabilities, and uncertainties. So your team feel safe to do so also. Encourage a growth mindset as an opportunity to learn. 💡 Active Listening: Practice active listening. It is a skill to invest in. Pay attention to show that you have heard and that you care. 💡 Encourage Open Communication: Proactively reiterate to the team that you welcome feedback, questions, and ideas. Provide a variety of ways for all voices to be heard. 💡 Foster Inclusivity: Promote diversity and inclusion within the team. When all of the team feels valued and included, they are more likely to contribute without fear of bias or discrimination. 💡 Constructive Feedback: Provide feedback in a constructive and non-judgmental way. Prepare the feedback so that it is rooted in fact and with examples. Ask open questions for thoughts and feelings on the feedback. 💡 Confidentiality: Ensure that sensitive information shared in confidence remains confidential. 💡 Create a Supportive Environment: Support your team in their professional development and personal well-being. Ensure everyone has a development plan. Encourage and role model a work-life balance. 💡 Address Conflict Effectively: When conflicts arise (and they will), mediate them constructively and fairly. Provide developmental feedback following resolve. 💡 Training and Workshops: Invest in collective growth as well as individuals. My training suggestions for effective teamwork include; emotional intelligence, communication skills, conflict resolution, constructive feedback. 💡 Continuous Improvement: Regularly seek feedback from your team. Ask questions like “what do you need more of from me?” or “how can I support further?” or “is there anything I could do differently?” 💡 Celebrate Successes: Provide a number of ways to acknowledge and celebrate achievement, nurturing a culture of shared support and genuine pride. 💡 Shared Values: Work together to establish shared values, behaviours, and expectations. Embed them into your team strategy as a shared commitment. Bonus perspective for Leaders. - Be self-compassionate - Know it's impossible to please everybody - You can only try your best - Prioritise all the above 💛 #PsychologicalSafety #Leadership #LeadershipDevelopment #InclusiveLeadership #PeopleManagement Picture: It's proper Autumn, wrap up warm! www.mstpractice.com Follow @mstthejourney on Instagram

Are you welcoming diverse perspectives? 🌟 It takes a brave leader to acknowledge they don’t have all the answers. 🦸♂️ 7/12 Psychological Safety 🧠 🛡️ Part of building a psychologically safe workplace is creating an environment where people feel they can speak up. 🗣️ Avoid conformity bias and groupthink by asking, “What am I missing?” 🔍 This signals you’re open to being challenged. After all, it’s easier to follow the leader than challenge them. 🔥 Without getting defensive when your colleagues speak up, it signals that no one has all the answers and everyone has valuable input to share. 💬 🖐️ Here are five steps to help you open up to diverse voices: 1: Declare Your Desire for Feedback 📣 Leadership is not about having all the answers; it's about creating a space where every voice is heard. Declare your openness to feedback. Let your team know you're on a mission to welcome diverse perspectives; their input is not just valued but essential. 🌐 2: Set Clear Expectations 🚀 To foster an environment where opinions flourish, set clear expectations. Communicate that you're not just open to feedback but actively seeking it. Establish a shared understanding that diverse perspectives lead to innovation, and you want to harness that power as a team. 💡 3: Open the Conversation 🗨️ Ensure everyone knows they have a space to contribute. Break down the barriers by asking people to contribute and let the ideas flow. 🌊 4: Keep the Door Open 🚪 Knowledge work is an ongoing conversation. Encourage a culture where sharing perspectives isn't a one-time event but a continuous process. Delay decision-making if necessary. Let your team feel that their insights are not only accepted but actively sought after. 🌈 5: Express Gratitude 🙏 Feedback is a gift, and treating it as such is important. Express genuine gratitude to those who share their thoughts. Acknowledge the courage it takes to speak up and show that their contribution is making a positive impact. 🌟 Let's create a workplace where every voice matters and innovation thrives! 💼💙 #PsychologicalSafety #LeadershipMatters #AgileMindset ------------------------------------------------ Georgina Hughes | #agileGeorge Developing team leaders everyone loves

Disrespect in the workplace is more common than many of us would like to admit. I've witnessed it firsthand, and yes, I've been on the receiving end too. So, what should you do as a leader when someone in your department seeks your advice on handling a situation where they've been disrespected? It's crucial to tackle these issues head-on. As leaders, it's our responsibility to foster a culture of respect and dignity. Here’s are some Do's and Don'ts when faced with such a challenge: ❌ Don’t Ignore the Issue: Turning a blind eye to problems, especially when they involve disrespect or toxicity, can escalate issues and signal to your team that such behavior is acceptable. ( This is what my leader did - changed our dynamics forever) ❌ Don’t React Impulsively: While it’s important to address issues quickly, reacting without full understanding or in the heat of the moment can do more harm than good. (No excuses tolerated) ❌ Don’t Play Favorites: Ensure that your response is fair and impartial. ✔ Listen Actively: Show genuine concern. ✔Assess the Situation: Understand the context and severity of the incident. ✔Provide Guidance: Based on the severity and context, advise on the appropriate steps. Handling such situations with care and promptness underlines the importance of respect in your team's culture and can significantly influence workplace morale and productivity. Hi! My name is Ucheonye Maple, a leadership and professional development consultant. Learn more about respectful workplaces by clicking here: https://lnkd.in/eREtAuXy #Leadership #WorkplaceCulture #RespectAtWork #LeadershipMonday #WorkplaceDiversity #GenerationalInclusion #RespectfulWorkplace #TeamBuilding

Does your company have an EQ-focused culture? Ask yourself these questions… 1. Would you describe your organization’s communication style as a.) directive and task-focused or b.) predominantly relationship-focused with an empathy emphasis? 2. Do leaders in your organization handle conflict with a.) confrontation or b.) collaborative problem solving? 3. When it comes to employee wellbeing, does your company offer a.) limited or no specific programs or b.) comprehensive resources that include mental health support? 4. Is recognition given a.) infrequently or only to top performers or b.) for achievements and contributions to all levels? If you answered mostly b, your organization has an EQ-driven culture, which is something to be proud of. If you found yourself with mostly a’s, that’s fine too, but you probably have some work to do. Message me to learn more about how a Vistage Peer Advisory Group can help you shift your company’s culture. #Business #Leadership #CEO #CompanyCulture #EQ #PeerAdvisoryGroup

The Right Management Great Lakes team firmly believes there can be no career progress, no organizational evolution, and no #employeeexperience improvement without #trust and #transparency. When you need to have those difficult conversations, we stand ready to assist where we can: https://lnkd.in/drTuKTp #communications, #employeeengagement, #humanresources, #leadershipdevelopment, #coaching

How do you get the support you need in the workplace? We’ve all been there and faced challenges because where we work doesn’t really have a great supportive culture – in fact it might feel like you’re completely on your own. It’s hard to work collaboratively when you don’t know who to trust or where staff morale is low. Its also difficult to retain good people when teams aren’t empowered or supported. An environment where everyone feels valued respected and heard is pretty critical when it comes to achieving both individual and team success. Even if your place if work isn’t hugely supportive it can help if you’ve a boss who wants to create a team culture of trust, empathy and safety and is willing to address concerns when they crop up. What if you don’t though – what can you do? 🔹Get a mentor or a coach – someone who can be an advocate or a champion. Someone who has your back and gives you guidance and encouragement. 🔹Be a role-model – even if you’re not receiving acknowledgement and appreciation for your work, doesn’t mean you can’t recognise the efforts of your team to reinforce a positive culture. Even a simple thank-you can be incredibly empowering. 🔹Give yourself a break – and delegate. You can’t do everything yourself. Delegating frees time and space for you to manage your time and workload, and it also gives others autonomy and a sense of empowerment when you demonstrate your trust in them. 🔹Give positive feedback – it not only improves staff morale and increases psychological safety, but it encourages learning and development. 🔹Encourage flexible working – even if its only in your team it can help with work life balance and give people a break from the office 🔹Advocate for personal and professional development – such as coaching and training or leadership programmes. A supported leader is better equipped to lead with confidence, empathy and authenticity, inspiring those around them to do the same. As a leadership coach I’m committed to supporting female leaders to build resilient, inclusive, and high-performing teams. If you’d like to chat about how to help your team then DM or comment below because its far easier to have someone in your corner than to go it alone. Jackie #womenwholead #leadershipgoals #leadershipdevelopment #jackieboothcoaching

I can honestly say that I've never been more scared in my life than when I began addressing the things I feared most – questioning my long-held beliefs, confronting my biases, and opening myself up to new perspectives. But here's the thing: I've also never been happier. By facing my fears head-on and opening up my heart and mind to the experiences of others, I've discovered a sense of joy, fulfillment, and connection that I never knew was possible. I've learned that true happiness often lies on the other side of fear, and that the bravest thing we can do is to keep stepping forward, even when we're afraid. In my latest blog post, "Unlearning Homophobia, Learning Inclusion: A Leader's Journey Toward a More Equitable Workplace," I share my personal story of confronting my fear of questioning the status quo and learning to create more inclusive environments. I offer insights and practical tips for leaders who want to build workplace cultures where everyone can thrive, regardless of their background or identity. If you're ready to take the next step in your own journey of inclusive leadership, I'm here to support you. As a speaker, workshop facilitator, and leadership coach, I offer a range of services to help you and your organization navigate the challenges of building healthy, inclusive work cultures. From keynote speeches that inspire courage and empathy to immersive workshops that dive deep into the skills of inclusive leadership, I'm committed to helping you create a workplace where everyone can bring their full, authentic selves to the table. And I promise, we'll have some fun along the way. Because let's be real, confronting our fears is hard work, but it doesn't have to be a drag. We'll laugh, we'll learn, and we'll grow together. So what do you say? Are you ready to take the leap and start building a more inclusive workplace? Click the link in my bio to read the full blog post and book a free initial consultation. Let's work together to confront our fears, open our hearts, and create a world where everyone has the opportunity to thrive. #inclusiveleadership #faceyourfears #happinessatwork #diversityandinclusion #healthyworkculture

I've been seeing a lot of posts lately about #empathy. But they all chip at the surface of what employees really need... Beyond listening or feeling, research from the O.C. Tanner Institute reveals that employees today are yearning for workplace cultures of Practical Empathy: understanding, backed by action, and guided by appropriate boundaries. > Without understanding, how can we know how to help our people? > Without action, how will employees ever get what they truly need? > Without boundaries, how we can hope our leaders will not burnout? Through thoughtful analysis, our 2024 Global Culture Report unveils six active components of practical empathy that organizations and leaders must take to build a culture of care. Check out my latest HRD Canada article by Emily Douglas below! Visit our report at: https://lnkd.in/gAaGybhM