Great listen for anyone in leadership. Dr. Brad Shuck shares his research based insights into the five most cited behaviors of a "stinky leader" - 1. Ignores my opinion 2. Takes ownership of my ideas 3. Breaks promises 4. Withholds information and 5. Makes negative comments about me. What do you think about his findings? https://behavioralgrooves.com/episode/brad-shuck-being-ignored-is-worse-than-having-a-stapler-thrown-at-you/
A recent clinical trial found that physicians reduced their emotional exhaustion, reduced symptoms of burnout, and experienced an overall improvement in their quality of life when they participated in coaching. In the same study, those physicians who did not receive coaching reported more burnout. This is just one of the many benefits of coaching. Check out this article about effective ways to manage stress, including getting a coach!
Are you aware of the two common workplace circumstances that have contributed to many accusations of #sexualharassment? And did you know that situations outside the office can also lead to harassment charges?
If you answered "no" to either question, #tunein to Episode 102 of the sexual harassment mini-series for the Workplace Strategies #Podcast, hosted by Fred Coon, Chairman & CEO of Stewart, Cooper & Coon. In less than 10 minutes, Employment Attorney Susan Savitt and I review several examples of misconduct in the workplace to help you better prepare for risky situations so you can prevent harassment from occurring >> https://loom.ly/ae2Y3fw
Sneak peek of Episode 103: If someone is accused of harassment, how is guilt determined? Are they typically fired? And how does an organization avoid being sued for wrongful termination?
Do you and your company know what constitutes #sexualharassment? Are you at risk? And how can you proactively nurture an engaging and supportive workplace that allows everyone to perform their best?
#TuneIn for advice and perspective in this sexual harassment mini-series for the Workplace Strategies #Podcast, hosted by Fred Coon, Chairman & CEO of Stewart, Cooper & Coon. In seven brief episodes, Employment Attorney Susan Savitt and I discuss sexual harassment history, law, definitions, who's covered, how to respond and, most importantly, how to prevent harassment in the first place.
In just 13 minutes with Episode 101, you'll start building a strong foundation for #success by learning the #fundamentals of sexual harassment law, and gaining a better understanding of what constitutes sexual harassment in the workplace (hint: it's not just about requesting sexual favors) >> https://loom.ly/ae2Y3fw
Sneak peek of Episode 102: Is sexual misconduct in the workplace a new issue? What are some examples of misconduct?
The first time I read Alvin Toffler's work was in highschool - Future Shock. I was mesmerized by his predictions about the effect of technology on society and our well-being. So much of what he foretold has come to fruition. In the case of learning, we are seeing this now. In my lifetime, I have had to re-tool regularly as new technology has emerged. But, the re-tooling hasn't only been technological - it's been about unlearning norms and expectations for behavior in the workplace and relearning those new norms. What has been the biggest thing you've had to unlearn and relearn?
This has certainly been true in my life! Perfect example: Writing a doctoral dissertation. When the times get tough (and they definitely do!) I remind myself that "I have this!" Another example: When I've had to balance a lot going on at once, and I wonder how I'll get it all done, I remind myself "I can do this, I have before, I will again!" When have you created outcomes with positive (or negative) thinking?
Excellent HBR article on effectively managing change. Whether you have something to say, or nothing to say (e.g. no new updates/can't share yet), get out of your office and talk with your employees. Tell them the reason for the change, give them the WIIFM, bring them along the change journey with you. Involve them as much as possible. You either make an investment up front (by doing it right) or you pay a bigger price down the road (by dragging people kicking and screaming because the change wasn't implemented correctly). Your choice. https://hbr.org/2018/10/dont-just-tell-employees-organizational-changes-are-coming-explain-why
I have found in my life, both personally and professionally, that I reach my goals more quickly and with less effort if I have a strategy. That said, at times the best strategy for me, at least in the short run, was to "wait patiently." What's been your surprise strategy that's worked for you?