If you’re tired of hearing your inner critic – the voice that says “you’re not good enough”, “you don’t know enough”, “you will never amount to much”, “you’re not doing enough” and whatever else your inner judge is telling you, know that you can SHUT IT DOWN or at least lessen the noise.
Boost your mental fitness level to shift the balance of power from your inner Saboteurs (negative mindset) to your inner Sage (positive mindset).
Registration is now open for the next Positive Intelligence® Mental Fitness program starting September 17. Program is based on Shirzad Chamine’s Positive Intelligence® work.
At the end of the day, we all just want to be understood, right? Sometimes leaders feel like they need to hold it all together and give off a flawless impression, but it might do more harm than good.
If you can learn to be vulnerable while keeping it professional, you stand to develop more meaningful relationships at work and give your employees more space to feel comfortable.
Being a good leader is all about setting an example. If you show your employees that it’s okay not to feel 100% great all the time, there’s a good chance it’ll take off some pressure and help them feel more engaged in their work. Instead of being distracted by what they can’t control, they’ll feel more empowered to take control of what is within their grasp.
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program—starting October 12, 2022!
When we stop sabotaging ourselves, research has shown that:
– we use mental and emotional energy more effectively – 90%
– we’re better at teamwork and collaboration – 92%
– we have increased happiness – 85%
– we manage stress better – 91%
– we have improved self-confidence – 83%
– we’re better at conflict management – 85%
Learn how to increase your mental fitness and reap tremendous personal and professional benefits.
Registration is now open for the next Positive Intelligence® Mental Fitness program starting September 17. Program is based on Shirzad Chamine’s Positive Intelligence® work.
When it comes to management, a lot of human behaviours are assumed rather than observed. This can lead management to have certain perceptions of their employees that aren’t helpful towards increasing engagement. Just because you’ve been in management for a long time doesn’t mean you automatically know how everyone operates.
Common leadership failures in the workplace:
– Ineffective conflict resolution
– Failure to take emotional wellbeing into account
– Not being the driving force behind change
– Focusing on current errors instead of developing talent
– Failure to provide consistent and constructive feedback
– Not being available to employees when they need you
– Failure to bond with employees
At the end of the day, we’re all human and mistakes happen. However, when you become aware of where you might fall short, it puts you in a much better position to self-correct and keep your team on track.
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program—starting October 12, 2022!
The Engage and Mobilize Program focuses on simple but powerful behaviours that will have maximum impact on your leaders’ ability to engage his or her employees.
When it comes to employee engagement, you might be thinking about ways to improve your staff’s processes. However, all great engagement strategies require a strong sense of direction, and that comes from the leader.
Before you start thinking about ideas to put into practice, think about where you’re at in terms of your goals and expectations.
– If resources were no object, what project would you look to complete first and why?
– What is your ideal timeline for your current projects?
– Do you feel like you your team needs to expand? Or do you think you could accomplish more with a better strategy?
Once you have a stronger sense of what results you need to see, you’ll be able to direct your team exactly where they need to go.
Question for leaders
Does your company offer any kind of events or activities that employees can engage in together?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
It should come as no surprise that people want transparency and pay equity, and as an ethical business owner, you should want to provide that. When it comes to diversity and inclusion practices, pay equity is at the top of the list.
Pay equity affects an organization’s reputation, and you can’t expect your employees to be engaged in their work when they don’t feel fairly acknowledged for their work. So where do you start?
– Gather information to identify pay gaps
– Identify potential areas of risk for pay gaps
– Evaluate opportunities for equity as it pertains to race, gender, or LGBTQ+ status
Compensation affects your employees every day and it can affect their personal life if they’re unable to make ends meet. If someone is under the impression that someone who completes an equal amount of work to them gets more compensation, you can’t reasonably expect them to be equally as engaged. If you aren’t implementing practices to gather insights on this yet, now’s the time to ask yourself what you can do.
Questions for leaders:
What measures do you take to ensure transparency and pay equity?
Do you think you could do more?
Does this present a notable challenge to leaders?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
Diversity and inclusion are imperative for employee engagement. There’s no such thing as a healthy workplace that doesn’t place value on diversity and create a culture of inclusion. It’s natural to gravitate towards people and energy that seem familiar, but it is imperative that your recruiting team is trained against unconscious bias.
These days, there are all types of programs that HR departments can use for recruitment processes. You can do things like filter candidates strictly by their skills and experience, so you know that each candidate is being evaluated solely on their ability to do the job.
Questions for leaders:
What programs do you use for recruiting?
Are you screening candidates based on skills before they come in for an interview?
What are you doing to ensure an inclusive recruitment process that avoids any bias?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
The engagement culture you create in the workplace trickles down to the experience you give to your customers, and ensuring diversity and inclusion is more important than ever. While it might seem easy enough to talk about diversity and inclusion, it’s an entirely different thing to take actionable steps toward creating an ideal work environment.
The first thing to consider is visibility—identifying the diversity of your workforce in order to better understand where your efforts should start.
When you take advantage of diversity metrics, you’re in a much better position to implement new initiatives to promote a culture of inclusion.
Questions for leaders:
Are you currently taking actionable steps towards improved diversity practices in the workplace?
Do you have anything in place to gather important metrics of your workforce? If not, what is your plan?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
Burnout is something that gets talked about more and more each day, and in today’s digital world, it’s near impossible to disconnect from the stimulus around us. If you’re trying to improve employee engagement, one of the best things you can do is give everyone a chance to disconnect.
When you provide space for your employees to disconnect, you:
· Immediately reduce the risk of burnout
· Have a better chance of positive feedback
· Prove to your employees that you care about their well-being
· Are more likely to see engagement improve over time
You might have a hard time disconnecting yourself, which is totally normal considering the ultra-connected world we live in. However, you’ll notice the positive effects almost instantly when you take time in your day to be present and get centered.
Questions for leaders
1.Do you encourage your employees to take a moment to disconnect?
2.What are some of your favorite ways to avoid burnout in the workplace?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
You might be used to meetings in conference rooms or over zoom, but the days of being restricted to four walls are over. Luckily, walking meetings benefit everyone involved, so it becomes less of a drag right off the bat just to participate!
Aside from just being plain good for you, here are some notable benefits of a walking meeting:
– Increases engagement and creative thinking
– Boosts energy and motivation
– Encourage an organic, natural exchange of thoughts
– Improved collaboration and connection
The great thing about walking meetings is that you can start implementing them as soon as you want! Even if your team works over zoom, you can encourage workers to take a walk and participate in the meeting via zoom or Microsoft teams call.
Questions for leaders
1.Do you currently conduct traditional meetings in a conference room or over zoom?
2.Would walking meetings be beneficial in your industry? Why or why not?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
