If you walk into any retail store, it’s full-on holidays; however, we’re going to simmer in November for a while longer and show some gratitude for those in our network.
:: Image of the Week
Check your oven timer, folks; burnout is inevitable when you function in a high-stress, heated environment.
:: Mental Health and Self-Care
How to Fight Without Ruining a Relationship
You can have healthy disagreements with the people in your life.
Because humans are imperfect, complex social beings, we argue. We disagree. We butt heads. If you’re not fighting every once in a while, congratulations for being perfect or extremely conflict-averse. Ideally, on the other side, we come to an agreement everyone is satisfied with: a shared understanding, an apology, a more efficient workflow. Even in the worst-case scenario, each party should feel heard, even if disagreements linger. “A good argument is one in which both sides walk away feeling like they would do that again,” says Bo Seo, author of Good Arguments: How Debate Teaches Us to Listen and Be Heard, “not that it’s life-changing or a hugely positive experience.”
The good news is that better, more effective fights are possible. No relationship is without conflict, but a little conversational fine-tuning can transform an often frustrating experience into a fruitful one. Here’s what to keep in mind.
:: CSN’s Book of the Week Recommendation
The Journey of Leadership
Today, more than ever, exceptional leadership extends beyond strategy—it requires empathy, humility, authenticity, and ultimately, a very human approach. McKinsey’s latest book, The Journey of Leadership: How CEOs Learn to Lead from the Inside Out, helps leaders at all levels unlearn management and relearn how to be human. This USA Today national bestseller features never-before-heard reflections from leaders including Ed Bastian (CEO of Delta Air Lines), Makoto Uchida (CEO of Nissan Motor Corporation), Mark Fields (former CEO of Ford), Reeta Roy (CEO of Mastercard Foundation), and Stéphane Bancel (CEO of Moderna).
Among the ideas, the book covers:
•A more open, collaborative style of leadership. Today’s complex issues such as digital transformation, inflation, disrupted global supply chains, scarce talent, a lack of diversity, cybersecurity, and climate change are beyond the ability of any one person to master.
•The imperative for personal growth. Leadership is about more than those seemingly endless business-related tasks. It’s just as important to be aware of your values and shortcomings—so that you can first live up to your own standards and then lead others.
•A hidden benefit of technology. Generative AI tools can free up time for leaders to spend on human-centric leadership. They can also give constant feedback on the effectiveness of executives’ leadership styles.
Read a short excerpt, watch the authors discuss the book, or order a copy today!
“When one door closes, another opens; but we often look so long and so regretfully upon the closed door that we do not see the ones which open for us.” – Alexander Graham Bell
:: Work Culture & Team Development
Purpose from Day One
First impressions are everything. Or so the saying goes.
But when it comes to work, a new study confirms this trope, showing that onboarding – those first days, weeks, and months of an employee’s tenure – are incredibly important and incredibly lacking for the vast majority of organizations. In a survey of 1,000 workers, one in four expressed dissatisfaction with their onboarding experience and one in three said they have a “truly terrible” story to tell. Meanwhile, of those who experience poor onboarding, one-third immediately start looking for another job.
Paying too little attention to onboarding isn’t just unfortunate, it’s detrimental to the bottom line. Read this article from author Daniel Goleman on how you can start off on the right foot on day one of your onboarding process can help create meaningful connections for newcomers.
https://www.kornferry.com/insights/this-week-in-leadership/purpose-on-day-one-off-the-job
“What really matters is helping others win, too, even if it means slowing down and changing our course now and then.” – Fred Rogers
Manager Effects on Mental Health – Accidental Bosses Webinar
Listen in as the Unmind crew interview Acacia Parks about ways that leaders can improve environments for their teams to foster a more productive work environment.
Key topics include:
- Designing a wellbeing-first training program that fits seamlessly into hectic work schedules.
- The components of continuous training and why it’s more effective than traditional methods.
- The role of AI in scalable and effective manager training.
- Why managers can’t be the sole arbitors of workplace wellbeing – and how to create an environment that empowers them – and their people – to flourish.
- How to measure the impact of manager training on organizational performance and wellbeing.
https://www.youtube.com/watch?v=ApBvdFJm_yQ
:: Communication
From Discord to Dialogue: Using Communication to Navigate Tense Times
Webinar replay: In an increasingly polarized environment, productive dialogue is more essential—and more challenging—than ever. While the upcoming election may magnify differences, the trend of rising incivility isn’t limited to this moment. This month, leadership and communication experts Karin Hurt and Diana Peterson-More will join me in an exploration of how leaders can harness the power of communication to foster better conversations, even in the face of disagreement. Learn how to create a culture that honors and leverages different points of view while avoiding the toxicity that can undermine relationships and results. Discover strategies to lead civil discourse, strengthen connections, and leverage the diversity that makes teams thrive.
https://www.linkedin.com/events/fromdiscordtodialogue-usingcomm7241867647494021120/
“If liberty means anything at all, it means the right to tell people what they do not want to hear.” – George Orwell
:: Self-Leadership Development
Why Leaders Need ‘Purposeful Play’
Today’s organizations are in a perpetual race to innovate. As new technology like GenAI transforms the business landscape, nobody wants to be left behind amidst the turmoil of digital disruption. In this MIT Sloan Management Review piece, business professor Scott D. Anthony says that the key to managing disruption is in what he calls “purposeful play.” He notes that effective innovation requires the freedom from pressures and constraints that only play can provide: “In good old-fashioned play, the goal isn’t to win or lose. It isn’t to achieve against an objective standard. It’s to have fun. To experiment with different approaches. To see what feels good and what doesn’t. And in so doing, to learn and begin to build new capabilities that help turn disruption from a threat into an opportunity.” Anthony says it’s crucial to understand the differences between “performing, practicing, and playing,” all of which are important and have their respective roles in fostering growth.
When performing: “You’re trying to achieve excellence against a given standard. Your goal is to do as well as you possibly can.” There may be a judge or boss assessing you.
When practicing: “You’re trying to consciously improve your skills so that you can deliver against a given standard in the future.” You may have a coach or mentor giving you feedback.
When playing: While “there might be someone who creates the context or sets the parameters for play,” there’s “no judge or coach,” and the goal “is simply to play.” Play should be fun and should create “space for low-risk experimentation, capability development, and innovation. It can be awkward and uncomfortable, but that’s when we learn the most.”
Anthony adds that “many executives, sadly, are out of practice with playing at work,” but should consider pursuing purposeful play because it “leads to learning,” and “makes you hungry to learn more.”
https://sloanreview.mit.edu/article/tackling-disruption-playfully/
:: Remote and Hybrid Work
Remote Leadership vs In-Person – What To Do Differently
As a Caring Leader®, you realize that it’s absolutely vital that you know how to switch gears when managing remote versus in-person employees. While there are many similarities between the two groups, there are also many differences. Your remote team needs a different communication style and lots more trust and autonomy. The key? You adapt, and when you do, magic happens! Your team feels empowered, connected, and ready to crush it—no matter where they work. In this video, we will look at some practical ways you can build more productive remote teams.
https://www.youtube.com/watch?v=7EAnK3YsMwI
“Where there is not community, trust, respect, ethical behavior are difficult for the young to learn and for the old to maintain.” ~ Robert Greenleaf
:: Inclusive Leadership
What Happens When Leaders Create Space for All Voices?
Building an inclusive environment doesn’t require sweeping changes or grand gestures. It starts with small, intentional actions that signal to your team: “Your voice matters.”
When leaders actively create space for every voice to be heard, teams unlock new levels of creativity, trust, and innovation. Fostering inclusivity leads to powerful ripple effects that benefit individuals, teams, and the organization as a whole.
When leaders prioritize hearing every voice, they’re not just checking a diversity box—they’re unlocking potential. People who feel heard and valued are more likely to engage fully, share ideas, and contribute in meaningful ways. And the results speak for themselves: inclusive and collaborative teams are more innovative, make better decisions, and have higher morale.
Read the advice from Bennett Bratt on the Team Elements website at https://www.teamelements.com/post/what-happens-when-leaders-create-space-for-all-voices
“Ideas that are hoarded help no one. Success follows generosity.” – James Clear
BIPOC (Black, Indigenous, and People of Color) Employee Network
The BIPOC (Black, Indigenous, and People of Color) Employee Network is a group of campus employees focused on improving the overall work experience of BIPOC employees at UW–Madison through raising awareness of issues that impact BIPOC employees, advocacy, and community-building. This group recognizes that the historical systems that continue to influence UW–Madison’s culture and campus experiences can be isolating, exclusionary, and alienating to BIPOC communities. The BIPOC Employee Network’s goal is to intentionally center the voices and needs of BIPOC employees to create a campus culture and community that is more welcoming and inclusive, which ultimately contributes to enhanced BIPOC employee retention and work engagement. This group works to be inclusive of all employment categories and does not represent the university or any specific academic or work unit.
In partnership with campus stakeholders, the BIPOC Employee Network plans and hosts monthly community gatherings for BIPOC employees on campus. These gatherings are intended to hold space for connection, care, and individual, interpersonal, and collective well-being of BIPOC employees on campus.
https://hr.wisc.edu/equity-inclusion-and-employee-well-being/communities/bipoc-employee-network/
:: Change Management
What Is Change Management?
In this episode, Heather Younger explores the inevitability of change in organizations, whether it’s due to new technologies, team restructuring, or market shifts, and how to navigate it effectively through Change Management. Central to this approach is Caring Leadership, a leadership style that emphasizes empathy, support, and understanding. Whether facing organizational shifts or personal changes, remember the vital role of Change Management, Caring Leadership, and Active Listening in navigating these transitions.
https://www.youtube.com/watch?v=hsOf_KKeJFw
:: Burnout
When Listening Hurts: How Attentive Listening Can Backfire
We often talk about the power of listening—it builds trust, fosters connection, and deepens intimacy. But what happens when listening becomes emotionally draining, especially in challenging conversations?
In the latest Psychology Today article by Guy Itzchakov, he explores how listening can sometimes backfire, leading to burnout. Drawing on research with teachers, he discusses why listeners need to strike a balance between supporting others and protecting their well-being.
:: Upcoming Events
Civility: Using Dialog and Discussion to Work Through and Overcome Destructive Bias and Stereotyping
Join the Servant Leadership Community of Practice on Friday, 11/15. Listen to former High School Administrator Dave Bray’s topic, “Civility: Using Dialog and Discussion to Work Through and Overcome Destructive Bias and Stereotyping.” We’ll also have time for questions and group discussion.
Dave’s presentation summary:
- How do we stand in one another’s perspective to build healthy and inclusive communities?
- At a time when we are pulled in so many directions, how can we find that safe space that helps us to feel like we can take on anything?
- Are we the right people to be in these times, or should we “take a pass”?
The journey in our meeting is about helping to create the future, NOT fixing the past. In addition, we will learn about a skill set that can help us to have PRODUCTIVE conversations during those times when our patience is wearing thin, and frustration and anger drive us to our limits.
Please join us as we explore the need to create communities that nurture, thereby helping those involved to feel a sense of belonging. Given this time in history, our hope is that this session will support us in developing a future where we can thrive together!
Date: Friday November 15th, 2024
Time: 8:30-10am Central Time.
Online via Zoom: https://uwmadison.zoom.us/j/96004032917?pwd=V0Naa2VNWEE3WGF3RHM1WnpVL3ZsUT09&from=addon
Meeting ID: 960 0403 2917
Passcode: 031378
Register Now: Information & Technology Leadership Conference — Dec 3
Join your information and technology colleagues at the 2024 Information & Technology Leadership Conference on December 3! Former Michigan CIO Laura McCain Patterson will keynote this free event for UW–Madison employees and students. Choose from 15 sessions on topics like managing change, AI, and team building. Attend in person at the Discovery Building (includes breakfast and lunch) or virtually via Zoom from 8:30am-4pm. In-person space is limited—register early! Questions? Contact itlc@wisc.edu.
Date: Tuesday, December 3, 2024
Time: 8:30 am-4:00 pm Central Time.
Location: In person at the Discovery Building and online on Zoom