" Your Team Can Respectfully Disagree, Even About Politics !

 Tue 27 July 2021

Management Tip from Harvard Business Review 

( Very much applicable to all of us FB friends, who are fighting tooth & nail, like professional boxers, over political differences of opinion & emotionally bleeding all over ! " Us " means, myself included, Me Lud ! ) 

" Your Team Can Respectfully Disagree, Even About Politics ! 

Talking about politics at work can be dicey. So what should you do as a manager? 

While it may be tempting to ban political conversations on your team, doing so can ALIENATE employees and make them feel like they can’t bring their AUTHENTIC SELVES to work ! 

 Instead, ask yourself: How can I encourage my team to handle differences, respect one another, listen, and learn?

 Here are a few suggestions.

(1) Build empathy for others’ views.

 Encourage regular conversation and sharing of personal stories and vulnerabilities on your team.

 Understanding and respect are built through day-to-day interactions ! 

(2) Invite different perspectives. 

Lead by example; admit you don't know everything, and demonstrate open-mindedness.

Accept mistakes GRACEFULLY !  People tend to avoid political conversations for fear of saying the wrong thing or being misunderstood. Encourage grace and give your team members the benefit of the doubt (unless they've proven they don't deserve it).

(3) Demonstrate that disagreement is OK. 

Make clear that it’s fine to dissent and debate as long the conversation doesn’t turn into an EXISTENTIAL BATTLE where “I’m right” and “You’re wrong ! ” 

You don't have to be persuaded by someone's belief in order to understand it and respect it.

This tip is adapted from “Don’t Ban ‘Politics’ at Work,” by Megan Reitz and John Higgins

How to Support an Employee Who Has Chronic Pain

 Thu 29 July 2021

How to Support an Employee Who Has Chronic Pain

Do you know if any of your employees experience chronic pain? Chronic pain is increasingly common but it can be difficult to talk about, especially at work. As a manager, you need to be ready to listen, have a conversation, and support your employees — while not pressuring anyone into disclosing medical information they’re not comfortable sharing. If you’re unsure of how to help, that’s OK: you can simply start by asking what they need from you and the organization, assuring them that you value their health and safety above all. Be prepared to offer flexible work arrangements that accommodate their physical needs, and direct them to any resources your company may offer to people experiencing chronic health conditions. And if you’re unsure of what resources are available, you can always ask HR and get back to your employee. Chronic pain is a complex issue with biological, social, and psychological elements; effective leadership in this context — and in most contexts — ultimately comes down to listening to and learning from employees.

This tip is adapted from “When Someone on Your Team Has Chronic Pain,” by Duygu Biricik Gulseren et al.

Working Parents: Put Together a Support System Before Returning to the Office

 Wed 28 July 2021

Working Parents: Put Together a Support System Before Returning to the Office

When it comes to returning to the office, working parents face a particular challenge. How can you go back to in-person work while planning for the unpredictability of childcare? Whether it’s a sick kid, a babysitter with car trouble, or a school closure, there’s a lot to think about. To ease your anxiety, it’s important to maintain a solid support system. Here are three approaches to consider.

Find people with the same patterns of your life. Look at your family’s schedule in the fall and find other parents whose routines match yours. Could you carpool with a family that shares the same pickup and drop-off times at school, daycare, or after-school sports practices?

Build a bench of professional backups. Put together a network of sitters, nannies, and teachers that you can call on when you need a sub.

Ask for flexibility. There will inevitably be times when you can't rely on anyone else to help with childcare responsibilities. Talk with your manager in advance to make sure you have flexibility to work from home or switch up your hours when necessary.

 

Avoid These Mistakes in a Tough Conversation

 

Mon 28 June 2021
Avoid These Mistakes in a Tough Conversation
Difficult conversations are difficult for a reason, and when you’re anxious or stressed out, it’s easy to say the wrong thing. To keep the interaction from going sideways, avoid these common mistakes.

(1) Don’t assume your perspective is obvious. Steer clear of phrases like “clearly,” “obviously,” or “without a doubt,” which are likely to insult your counterpart.
(2) Don’t exaggerate. Skip any statements that start with “You always…” or “You never…” They’re rarely true.
(3) Don’t challenge someone’s character or integrity. You’ll just make the person defensive if you tell them they're “unprofessional,” “wrong,” or “unethical."
(4) Don’t tell others what they should do. People feel judged by “should” statements. Try saying “You might consider...,” “One possibility is...,” or “Have you thought of...?” instead.
(5) Don’t say “It’s not personal.” Recognize that even when it's not personal to you, it might be for the other person.

This tip is adapted from “Words and Phrases to Avoid in a Difficult Conversation,” by James R. Detert

Make a Plan to Reach Your Personal Goals

 
Fri 25 June 2021
Make a Plan to Reach Your Personal Goals

You probably have things you’d like to get better at, but perhaps, like many people, you struggle to find the discipline. The good news is that you can change your behavior by taking a methodical approach. 

Start with a problem you’d like to solve or a future result you’d like to achieve, and articulate why it’s important to you. Knowing what your purpose is in taking on this challenge will help you sustain your motivation. 

Next, identify measures of success. What does achieving your goal look like? How will you know if you’re making progress? Ground yourself with an intention and make a commitment. You might place a sticky note with your intention on your computer where you’ll see it first thing each morning. Then choose new behaviors to implement that will help you achieve your goal, and seek feedback as you practice them. Tell your manager, team members, or a trusted colleague what you’re working on and that you need their input to help you get better. And don’t forget, as you make progress, to celebrate your successes.
This tip is adapted from “Anyone Can Learn to Be a Better Leader,” by Monique Valcour
***

Are You Too Cool Under Pressure?

 Thu 24 June 2021
Are You Too Cool Under Pressure?
We all handle stress differently. And while remaining cool under pressure can be an asset, your unruffled nature could also be mistaken as nonchalance or a lack of interest. One way to counter this unfortunate impression is to over-communicate. Don’t assume that your colleagues know if and when you’re taking something seriously. Be explicit about how you’re approaching the problem — even if you don’t show outwardly that you’re sweating it. Another option is to share the tactics you use to stay calm, whether it’s overpreparing, changing your mindset, repeating positive affirmations, or biting off small chunks of big tasks. This will help your colleagues understand you better and perhaps give them some stress-alleviation techniques they can employ for themselves. Lastly, don’t underestimate the power of empathy. Asking a simple question like, “What can I do to help?” demonstrates that you recognize the stressful situation and shows that you care.
This tip is adapted from “Stay Cool Under Pressure — Without Appearing Cold,” by Anne Sugar
***

Get 360-Degree Reviews Right

 
Tue 22 June 2021
Get 360-Degree Reviews Right
360-degree reviews can be an effective way to develop leaders. But they’re time-consuming and expensive, and the final report is often read and never discussed again, which doesn’t do anyone any good. So how do you ensure a successful 360-review process? First, the leader should help choose which colleagues receive the survey. They know who will have the most useful insight into their performance. They should then personally communicate with the respondents, asking them to provide their candid observations, so those who are providing feedback know it’s welcome. Once the input is aggregated, don’t simply send a report to the leader. Share the results in a coaching conversation, so the leader has the context and guidance to understand the data. And, ideally, the company should create a customized set of recommendations, mapped to its leadership competencies, so the leader has a personal development plan. Accountability is critical, so make sure it’s clear who — whether it’s their direct supervisor or someone in HR — will follow up with the leader to make sure they’ve acted on the feedback they received.
This tip is adapted from “What Makes a 360-Degree Review Successful?,” by Jack Zenger and Joseph Folkman

How to Retain Women as You Transition Back to the Office

 
Thu 10 June 2021

How to Retain Women as You Transition Back to the Office

Pandemic-related job and income losses have been much higher for women than men around the globe. As a business leader, it's important that you act now to address this disparity and retain women in your organization, especially as you consider return-to-office policies.
(1) First, prioritize flexible work arrangements. It’s important to evaluate employees based on outcomes, not on their presence in the office from nine to five.
(2) Also foster a culture that acknowledges the role of parents, so they don’t feel the need to hide their childcare responsibilities. You may even consider offering some parental perks, such as kid-friendly virtual events, extra mental health or childcare days, and employee resource groups for people with kids at home.
(3) Most importantly, engage women in conversation about these new policies and initiatives. Listen, then, take care to design protocols and policies that address their needs.

This tip is adapted from “To Retain Women, U.S. Companies Need Better Childcare Policies,” by Deborah Schroeder-Saulnier

focus on your 5 relationships to supercharge your career

 
Thu 17 June 2021

Focus on These 5 Relationships to Supercharge Your Career
No matter what stage you’re at in your career, one of the most important things you can do is build relationships. But which ones are most important to your future success? Here are five that will help you accelerate your path to a promotion, increase your visibility within an organization, and become the leader you aspire to be.

(1) Mentor:
Think of a mentor as the north star that will keep you on track when you’re feeling lost at work. They are the one person inside (or outside) of your organization who you can turn to for guidance — whether you are looking to expand your industry knowledge, navigate a difficult conversation, listen to feedback on a project, or get some encouragement when times are tough.

(2) Sponsor:
While mentors give you advice and perspective, sponsors advocate on your behalf (especially in front of other company leaders) and in some cases, directly bring you career opportunities.

(3) Partner:
A partner is an ally or peer who can serve as a sounding board to broaden your perspective. This relationship is fueled by trust, a shared drive to succeed, and the recognition that you can do better together.

(4) Competitor:
Competition between peers is inevitable, and not always unhealthy. When used correctly, a friendly contest can inspire you to perform better, come up with new ideas, and get more done.

(5) Mentee:
 Becoming a mentor will teach you how to bring out the best in others, recognize their strengths, give feedback, and coach. In turn, it will push you to do your own job better and strive for more.
This tip is adapted from “5 Relationships You Need to Build a Successful Career,” by Jenny Fernandez and Luis Velasquez