Yanira Guzmán’s Post

Do you understand what cultural competence is and how it impacts your leadership? Being an inclusive leader requires awareness and understanding of how cultures and norms impact workplaces, teams and organisations. Developing cultural competence requires us to engage with people and situations outside of our own cultural spaces. Spend time with people who have different lived experiences from our own. One of the biggest barriers to inclusive cultures and leadership is fear of getting it wrong. When I was at university I had to complete a placement working with a completely different group of service users, to those I worked with in my day job. I spent the summer volunteering with a local Headways support group for people who have suffered brain injuries. I was terrified as I'd never supported anyone with cognitive challenges, especially in a mixed ability group. That experience taught me so much about my practice and approach but also about my own assumptions and biases. I definitely got some things wrong but the group were amazing and taught me so much. So as an inclusive leader how do you overcome the fear and discomfort of getting things wrong? How do you improve your cultural competence? Which areas of cultural competence would you like to develop further? Find out more by following D'Rose Academy for regular updates and events.

Mondays. For some, they signify the start of another workweek, while for others, they're seen as a daunting challenge. But what if we shifted our perspective and viewed Mondays as an opportunity for growth, learning, and advancement? Each Monday is a blank canvas, waiting for us to paint it with our aspirations, ambitions, and dreams. It's a chance to set new goals, conquer new challenges, and embark on new adventures in our professional journey. So let's put on our brightest smile and conquer the week ahead. And never forget, Cornerstone Global is always on hand with services in soft skill and personal leadership training. #workforcedevelopment#leadership#training#humanresources#thursday#cornerstoneglobal#grantwriting#research#cornerstone'scorner

One thing (of the many) that I’ve learned throughout my career is that learning how to balance empathy and accountability during a challenging conversation takes practice and preparation. In this current state we’re in, I’m curious as to how often leaders practice this and have this down as one of their development opportunities.

“Whatever you want to do, if you want to be great at it, you have to love it and be able to make sacrifices for it.” Maya Angelou I believe this with my entire heart. What’s one thing you’re so passionate about that you’re willing to sacrifice? Personal or professional? Let’s give it life by sharing in the comments. ——————————————— I’m Lynn George, an accredited Career and Leadership Coach. In my women's leadership development program, "SheThrives," I help high-achieving mid-career women craft an empowering and purposeful brand where passion meets purpose by helping them clarify their career direction and purpose, discover what they're passionate about and good at, and what they want to achieve to create more impact, ignite their influence, and make more income. Let’s connect on a career strategy call if this sounds like you.

"I'm not sure how much longer I can take it" a participant of one of our leadership programs told me the others day. I sometimes hear this when people feel they are not being recognized at work, or they have a highly critical boss or work environment, or even as young managers doing roles they feel are sucking the life force out of them. Sometimes they decide to swallow the bitter pill and quit. And this is for many people the right choice. But in other cases, it isn't. Because part of what makes a situation challenging is not just the external situation but also our lack of ability to handle it. It's not the ocean of water outside the ship that sinks it but the part of it that breaches the hull. And in this case quitting doesn't solve the problem, it just emerges again in the next role. And in these cases, sometimes what we need to do is walk back into the cage with the lion, quietly close the gate, and throw away the key. Joseph Campbell's famous template 'The Hero's Journey' lists out a series of steps that are common in famous legendary stories from around the world and across time (Ramayana, Odyssey, Star Wars, Harry Potter). These stories involve a hero who goes on an adventure, is victorious in a decisive crisis, and comes home changed or transformed. These steps are thought to be so universal in story telling because they mirror and resonate with our own journeys of personal growth. The first step is the 'call to adventure' and the second is 'the refusal of the call' where the hero initially is hesitant about leaving their comfort zone. And I've seen so many examples of people who become completely different people, radically transformed in their capabilities when they willingly choose to get back in the cage. Their examples both inspire and terrify me. Sometimes it takes guts to quit. Sometimes it takes guts not to quit. I can't tell anyone what is right for them, but it's been my privilege to be a witness to seeing many people figure it out for themselves. *** Attend the Praxeum Leadership Program: https://lnkd.in/gyJjdBY9

90% of the Life Science professionals I spoke to last month feel STUCK. Here’s why… They’re not growing, not learning and not moving forward. It gets worse: They don’t know how to break free. The truth is, it’s perfectly normal to outgrow your role. That’s how you advance. But when you’re stuck in a role that doesn’t challenge you anymore… > Your motivation drops > Your engagement hits a new personal low > You stop caring Leaders… It’s your job to spot this and try and make a difference. Before it's too late. Are your staff truly being challenged?  What’s holding them back?  What are their goals and ambitions? If you don’t know the answer to these questions… You’ve got some work to do. 

A thought-inspiring gift. Being a leader is more than just a title; it is a unique journey that intertwines the roles of a teacher, coach, and lifelong mentor. This multifaceted responsibility creates a sense of belonging scaffolded in accountability, driving one to work from the heart rather than merely completing tasks. Wellbeing has been my priority!  Leadership from the heart means investing in the growth and well-being of those around us. It’s about creating environments where everyone feels valued, supported, and motivated to reach their full potential. This commitment to nurturing others leaves a lasting legacy, enriching both personal and professional lives. So...' Make a wish...Go ahead and choose to teach' :)

A lot of stress and bad behavior comes from a scarcity mindset at work. In order to avoid this, we need to encourage mindsets of abundance. Some ideas to do this: ✴ Ensure you have clear expectations and target metrics so people know where their performance stands ✴ Create career pathing in your org so people don’t see each other as “competition” for few opportunities ✴ Communicate clear gates for promotion. What exactly do you need to see and have in order to promote someone? ✴ Develop everyone in every role. We grow in abundance. ✴ Require everyone to participate in leadership development initiatives to generate the self-awareness required to recognize when we aren’t being our best selves Let’s create the circumstances for abundance to bring out our abundant mindsets So we can all thrive.

💡 Looking for your thoughts! 💡 Can you think of the most impactful learning, training, or professional development experience you've ever had? This could be in a job, student, board, or volunteer role! ➡️ What made it so effective? ➡️ What lessons do you still remember from the experience? ➡️ What influence did it have on your leadership, understanding of the issues, empathy or success?

Great corporate strategy is admirable, but a heartfelt vision gives it life With good systems and knowledge, organizations can function well but for growth and impact, something deeper is needed. When we force, expect and demand, stress is created. When we create an intelligent environment for connection without forgoing practicality or deliverables, we move from fragmentation to integration, from growth to thriving. This kind of work is my passion and I am grateful to companies such as this one for inviting me to bring unique approaches to their senior leadership retreats. Here I did a few sessions strategically placed between their most important sessions on: ☑️ conditioning disruption movement practice as a prep for them to approach their strategy session from non-beta cognitive states ☑️ metacognition practices to notice limiting thought patterns and their impact ☑️ ⁠alpha state meditation to have time to assimilate all they explored in their retreat. This was followed by each person clearly and concisely identifying personal responsibility and objective action ☑️ square dancing, because every human needs Vitamin J (Joy) as a daily dose in life. When we facilitate individuals especially senior leadership, to be themselves, the effort taken to split professional from human goes away and so much energy, authenticity, and joy arise. You don’t have the guess the impact of happiness on strategy, productivity and profits!