I’m presenting \”Communicating Effectively Through EI, Empathy, and Other Interesting Methods,\” June 27, at the IABC World Conference. Learn more and register to join me in #NYC 26–29 June: www.wc.iabc.com. #IABC22#leadership My presentation will be guided by my leadership philosophy: 3D. You can download a flyer at bit.ly/3yZLD7b or connect with me to learn more.
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When I see leaders dealing with the choice to let their workforce work onsite or remotely, I often hear discussions about past practices and the need to have close contact. Those are important considerations, but the more important conversation is what employees want from their position and work life. The world has shown everyone remote ways to do the job, and the discussion should be about how to take advantage of the knowledge. The key is that people are finding they have a choice, and the decision to leave may be easier than ever. All most people want is a say in where they work so that they can adjust their work to their life instead of the other way around. If leaders cannot find a way to accommodate them, they may continue to see people leave. View Dr. Brown’s video here.
Right Fit Leading: Telework vs Personal Choice Read More »
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LinkedIn Promo from IABC! Read More »
Leaders should use emotional intelligence (EI) and empathy to create strong relationships. This ensures that you can bond with and inspire members, achieving shared understanding and building trust. #IABC22 #CommunicationCan
Dr. Brown Speaks at IABC, June 27 Read More »
Companies are trying to determine what “back to work” should look like, and workers are trying to take advantage of the positive work life changes they found in COVID-19. As the workplace changes, we must pay attention to trustworthiness and performance as they relate to telework. Trustworthiness is the quality of a person that inspires reliability. When it exists, behaviors like being respectful, honest, consistent, positive, and selfless will be evident. Managers who follow telework policies developed in response to COVID-19, or developed for other reasons, are building trust. Trust can then grow as emotions are shared and real issues are addressed professionally. View Dr. Brown’s video here.
Right Fit Leading: Telework Benefits Read More »
Some guidance for people 50 and over who are seeking employment centers around the need for more training and employment services. This approach has been well documented, including an Urban Institute article in 2011, “Can Unemployed Older Workers Find Work?” While this is necessary for many job seekers, there are just as many job seekers who need no training or employment services. They need an opportunity. There is another great initiative on the part of many people offering networking services and increased social media connections to assist in the job search. This is a welcome and necessary undertaking, but there is a constant that can interfere with its effectiveness. When the person that the prospective employee is connected to does not have a job to offer, it is often just a conversation. The most effective connection, then, is when someone has a job to offer and is connected to someone who will take it right away. That is the connection that is needed based on our current conversation. Without considering job seekers who are changing careers, there may also be questions that prospective employers ask themselves about older workers. How long will the person stay with us? How long is the person planning to continue working before retiring? How will the person fit with younger workers? These are all valid questions, but they should not be disqualifying. More important, the questions could be posed equally, with minor changes, for younger job seekers. No one has all the answers to finding a job, but I hope some of these issues are something to consider. I hope you will share your thoughts with me or take my survey.
Right Fit Leading: Thoughts for Older Job Seekers and Employers Read More »
Leader-Member Exchange Theory, or LMX, focuses on dyads, or two-way relationships with members. It requires collaborative engagements leading to specific expectations. This is a way to honor personal goals and dignity and to hold everyone accountable as you build trust in your organization. LMX dyads are used to build effective groups based on an initials skills assessment which may not necessarily be permanent. LMX offers relationships that lead to team building. #leaders #engagement #interaction #trust Watch Dr. Brown’s video here.
Right Fit Leading: Leader-Member Exchange Theory Read More »
Excellent share Deirdre Breakenridge! I am in total agreement with the feedback emphasis throughout, because I believe these integrative conversations are not happening the way they should. The article puts it well: \”All employees have valuable insights and feedback to share that could improve the collective workplace experience, so it’s critical leaders look at the complete picture rather than making decisions in a silo.\” #leaders #engagement In a Hybrid World, Your Tech Defines Employee Experience
Right Fit Leading: About Hybrid Work Solutions Read More »
As an older worker, I have been doing some fact-finding about companies that might hire people 50 and over. One reference, for instance, Companies Embrace Older Workers as Younger Employees Quit or Become Less Reliable, suggests that companies are looking to become more age-inclusive. To do that, they are considering flexible work schedules, sabbaticals, and retraining for older workers. As one can see from many of the objections to the use of telework, this could be a non-starter for many companies. In addition, it does not help a worker who is not after a flexible schedule and who has been training for years for that NEXT great job. Another article, Reasons to Hire Workers Over 50, gives some positive views and approaches to hiring older workers. It lists experience, confidence, reliability, and even happy viewpoints when discussing the virtues of the “older” worker. The problem is the lack of connection between the searching employee and the person who can actually grant an interview and bestow the job. Now, I realize this “connection” issue is not unique to older workers, but it exists as one of the challenges we face. Even an article in the Wall Street Journal was insightful: The Secret to Getting a Better Job after 50. While it started out talking about understanding the environment and addressing ageism head on, the follow up to the end of the article was less than I hoped. It talked about dressing up your resume and ways to get a more youthful look. My resume is fine and I do not mind looking my age. My sense at this point is that employers and programs might have a focus on older workers who are looking for a slower pace or a temporary job, but not for those of us who are still hungry to contribute. I may be wrong. If you wish to share your thoughts or information with me, you can respond here, or you can take my 8-question survey here. It should only take about 2 minutes of your time. I am looking forward to learning more about what the world of work holds for those 50 and over. Thanks.
50 and Over? What Can Work Mean? Read More »
Let’s talk about engagement and the exit interview. Get rid of it! This information is available long before the employee leaves. Don\’t miss opportunities to gather this relevant information through regular interactions every day. This helps you understand who wants to stay, who wants to go, who wants more out of the job, and who wants something different than they have now. These engagements are important every week or month, not in the last two weeks of employment. Empathy requires constant interaction that ranges from listening to understanding to sharing information.
Right Fit Leading: No Exit Interviews Read More »
