A collection of resources from CSN planning committee members worth mentioning
This week we touch on vulnerability and emotional intelligence, empathy and happiness. Be the manager people won’t leave!
||| Resources on Self-Leadership Development |||
How Can Embracing Vulnerability Improve Our Workplace Relationships?
Few things build trust, connection, and psychological safety better or faster than at least some level of authentic vulnerability…
Today’s strongest leaders are “increasingly recognized as those who step vulnerably and powerfully forward; who admit their own faults first to make it safe for others to do so; and who create inclusive practices that allow teams and cultures to create their best work.
When courage and skill are applied to the art of getting vulnerable, tactfully and consciously taking a risk for the sake of building deeper relationships, true leadership can flourish. It starts with putting the human being first.”
“Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence.” – Sheryl Sandberg
Linkedin Learning: Be the Manager People Won’t Leave
With the “Great Reshuffle,” employees are quitting their jobs at the highest rates in over 20 years, and 41% of the global workforce is considering leaving their jobs. Manager relationships are becoming the make-or-break point for whether employees stay or go. Join veteran HR leader Laurie Ruettimann as she reveals the data behind why it’s more important than ever to be a manager who demonstrates empathy and inspires loyalty from the workforce. Laurie covers basics first: be someone people can trust, be an example of integrity, and be relentlessly inclusive. She steps you through ways to inspire your employees to grow. Laurie finishes up by showing you how you can help your team members love their work by being a next-level mentor, a fun-loving boss, and a leader who is genuinely invested in your employees’ well-being.
4 Women on What It Takes to be a Great Business Leader
For some people, leadership comes naturally. For others, it’s a skill—or a set of skills—that need to be honed and constantly improved.
Whether you’re a born leader or always learning, leadership is the backbone of any successful business. It starts from the top, whether you’re the owner or CEO, and trickles down to managers and individuals who oversee products and projects.
Great leadership can set a winning tone and strategy. Poor leadership can steer an entire team toward failure.
No one knows that better than the women business leaders who make up the Dell Women’s Entrepreneur Network (DWEN). These female founders and executives form a collective brain trust of incredible business smarts that allow them to scale their businesses and find success.
||| Resources on Hybrid and Remote Work |||
Why emotional intelligence matters for hybrid workplaces
As workers move back to the office and the hybrid model becomes more prevalent, successful leaders will have to learn or improve the skill of emotional intelligence, says one workplace expert. Leaders can follow a four-part process involving self-awareness, compassion, connection.
Tips to Manage the Stress of Your Remote Team
Remote working has a lot of benefits, but it comes with its own set of challenges. One of the major challenges faced by remote employees is that they suffer from anxiety and stress, which affects their mental and physical health. It results in disengagement and affects their productivity, which in turn affects the success of the organization.
“Alone we can do so little, together we can do so much.” — Helen Keller
The secret to influencing your team… through a Zoom screen
Are you influential in the workplace? Being Thoughtfully Fit is all about creating new awareness and taking intentional actions. Sometimes that means reimagining how we lead and influence people. Here to help us upgrade our approach to influence is fellow executive coach and speaker, Stacey Hanke. Join Darcy Luoma for her podcast as they debunk the myths behind influence and how we can reimagine it to clear our workplace hurdles—including hybrid and remote working challenges!
||| Resources on Work Culture & Team Development |||
How Great Coaches Ask, Listen, and Empathize
Coaching is about inspiring people to do their best. It’s also about challenging people to come up with answers on their own.
Historically, leaders achieved their position by virtue of experience on the job and in-depth knowledge. They were expected to have answers and to readily provide them when employees were unsure about what to do or how to do it. The leader was the person who knew the most, and that was the basis of their authority.
Leaders today still have to understand their business thoroughly, but it’s unrealistic and ill-advised to expect them to have all the answers. Organizations are simply too complex for leaders to govern on that basis. One way for leaders to adjust to this shift is to adopt a new role: that of coach. By using coaching methods and techniques in the right situations, leaders can still be effective without knowing all the answers and without telling employees what to do.
Four Ways We Learn as an Organization
Learning organizations see what they are doing every day as a laboratory for learning; on-the-job learning. It’s about putting into place the operating conditions that allow for:
*Challenging experiences-ways to push team members to new levels of thinking and understanding,
*Opportunities for practice-providing the space to try new or unfamiliar things, whether succeeding or failing,
*Creative conversations-that reinforce “what just happened” extending the learning through analyses and camaraderie, and
*Time for reflection-giving someone space to mentally absorb and digest what everything means in the larger framework or bigger picture.
Read more from Monte Pedersen on this concept of being a learning organization in his online post:
“Perfection is not attainable. But if we chase perfection we can catch excellence.” —Vince Lombardi
The Secret to Happiness at Work
Your job doesn’t have to represent the most prestigious use of your potential. It just needs to be rewarding. When one has a job, the factors that most affect satisfaction have little to do with the line of work. Some of the squishiest aspects of a job are also the ones that make it most rewarding: the values held by your company and your co-workers. Decades of studies have shown that the people most satisfied with their work are those who find a fundamental match between their employer’s values and their own. This is especially true when the values have special moral, philosophical, or spiritual significance.
||| Resources on Communication |||
5 Tips to Create a Motivational and Inspirational Message For Your Team
One of a leader’s main responsibilities is to motivate and inspire their team. This is often done by sending a note or letter, especially at the start or end of the year, or as a way to give updates. Read the article below and learn the five ways to create an effective message that connects with employees and motivates the team.
CSN Discussion: How Do You Lead The Whole Person at Work?
Tuesday, October 19
1:00-2:00 pm on Zoom (link to be shared before the event)
Registration ends this Friday!
In Heather Younger’s book The Art of Caring Leadership, she talks about leading the whole person as one of the nine tenets of caring leaders. What does this look like in practice?
This book was featured in CSN’s Summer Book Club series earlier this year. Now we will dive deeper into some of the topics, chapter by chapter. Join Rich Gassen from the Campus Supervisors Network for a small group discussion. Together, we will share stories from our work environments to show how leading the whole person can result in better performance, higher job satisfaction, more employee retention, and other benefits.
A copy of chapter 5 on leading the whole person and other resources from the book club are available at https://uwmadison.box.com/s/oqelv2l7rr0ahcs6qt2vjmrsndufjirx.
Register here: ttps://go.wisc.edu/74kzmx
December LifeMatters Consultation for Managers
Come ask your burning supervisor questions, and hear what others are asking. Each discussion will be different, based on the questions brought to the session. Maybe you have questions about managing interpersonal conflict, addressing performance, supporting the emotional well-being of employees, how to support yourself while you are managing others’ needs or other topics. Even if you don’t have specific questions, come and gain information from the conversation. Join one or many sessions; the next session is December 7 at 1:00 pm. Register below: