Bridging the Workplace Disconnect: Management, Employees, and the Challenge of Bullying.

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In the six years I’ve spent delivering workplace training, I’ve had the privilege of working with clients across various sectors. From small businesses to large organizations, one recurring theme emerges: a persistent disconnect between management and employees. This gap is particularly evident when addressing sensitive topics like workplace bullying and harassment. 🔍

No matter how well-meaning a company’s intentions toward its employees may be, this disconnect can undermine even the best efforts to foster a healthy, respectful workplace. In some cases, the issue is compounded by a mindset from management or HR that suggests they already know everything there is to know about these topics. When leaders believe they have nothing left to learn, they risk dismissing valuable insights from employees and external experts alike. ✨

Why the Disconnect Exists

The divide often stems from a combination of factors:

1. Different Perspectives: Management and employees experience the workplace differently. While leaders might focus on policies and procedures, employees live the day-to-day realities of those policies in action. This can create blind spots for leadership when it comes to understanding the nuances of workplace dynamics.

2. Power Dynamics: Employees may feel hesitant to share their experiences, particularly if they involve sensitive issues like bullying or harassment. This reluctance can leave management unaware of the full scope of workplace challenges.

   The hesitation to speak up often stems from fear of retaliation or skepticism that their concerns will be addressed meaningfully. For many employees, the risk of reporting issues—and potentially facing negative consequences—outweighs the perceived benefits. This silence can perpetuate harmful behaviors, as management remains unaware of the true extent of workplace bullying.

   Addressing power dynamics requires intentional trust-building measures. Leaders can start by fostering transparency through regular updates on how employee feedback has influenced decisions. Ensuring confidentiality in reporting processes is another critical step. Implementing anonymous reporting systems or partnering with third-party mediators can give employees confidence that their voices will be heard without repercussions. 🌱

   Providing multiple avenues for communication—such as open-door policies, town hall meetings, or dedicated feedback tools—ensures all employees have options that suit their comfort levels. These efforts not only balance the power dynamic but also signal to employees that their input is valued and taken seriously. 🌟

3. Overconfidence in Knowledge: When leaders or HR professionals assert that they know more than their employees or external trainers, they close themselves off to the opportunity for growth and improvement. Workplace training is not a one-and-done exercise; it’s an evolving process that requires continuous learning and adaptation.

   Overconfidence can lead to stagnation. The workplace landscape—including behaviors, challenges, and best practices—is constantly changing. Leaders who approach training with humility and curiosity position themselves and their teams for success. By acknowledging gaps in their knowledge, they can model the type of open-mindedness and adaptability that they’d like to see in their employees. 🧠

The Gift of Learning from Others

One of the most rewarding aspects of delivering workplace training is the chance to hear people’s stories. Employees often share deeply personal and eye-opening experiences, offering perspectives that management might never encounter otherwise. These stories illuminate the real impact of workplace policies and culture, providing invaluable insights into what’s working—and what’s not. 🌍

Similarly, thoughtful discussions with management can reveal their genuine desire to create positive change, even if they don’t always know the best path forward. When both sides come together to listen and learn from one another, meaningful progress becomes possible. 🌟

Bridging the Gap

So, how can companies address this disconnect? Here are a few strategies:

1. Foster Open Communication: Create safe spaces for employees to share their experiences without fear of retaliation. Encourage leaders to actively listen and seek to understand.

2. Embrace Continuous Learning: Acknowledge that no one knows everything, and invest in ongoing training for both management and employees. This demonstrates a commitment to growth and sets the tone for a culture of learning.

3. Engage External Experts: Bringing in third-party trainers can provide fresh perspectives and facilitate candid discussions that might not happen otherwise. Trainers like myself have the advantage of working with diverse organizations, which allows us to share best practices and innovative solutions.

4. Evaluate and Adapt Policies: Regularly review workplace policies to ensure they’re not just well-intentioned but also effective in practice. Solicit feedback from employees to identify gaps and areas for improvement.

A Call to Action

Workplace bullying and harassment are complex, deeply human issues. Addressing them requires humility, curiosity, and a willingness to learn from each other. By bridging the disconnect between management and employees, organizations can create environments where everyone feels respected, valued, and heard. 🧡

The journey toward a healthier workplace is ongoing, but every step forward makes a difference. Let’s commit to listening, learning, and growing together—because there is always more we can learn from each other. ✨

#workplacebullyingandharassment #employeetraining #corporatetraining #humanresources #weallplayapart

Making Excuses: The Hidden Harm Behind Bad Behaviour in the Workplace

I recently witnessed a troubling contradiction that is all too common in workplaces. During a training session on workplace bullying and harassment my client (the employer) identified a problem that they were having in the workplace and asked to have it addressed.  The employees readily acknowledged that one particular behavior had become increasingly problematic. Yet, when it came time to address the reasons behind it, they began making excuses for it.

As part of the training, we held a group discussion about the specific challenges in their workplace that contribute to bullying. The topic of concern was raised, and all the employees agreed that it was a significant problem. The conversation turned to why people engage in this behavior and what strategies could minimize or eliminate it. Up until this point, the group had been receptive to problem-solving and creating a psychologically safe work environment. When we discussed this particular behavior, they justified it, saying they engaged in it because they were bored and needed entertainment.

A few days before the training, an incident occurred when a symbolic item was anonymously removed from the jobsite. The group perceived this act as bullying, and they quickly rallied together in solidarity, vowing to protect one another from further harm. However, when we discussed applying similar tactics—mutually accepted conventions and holding each other accountable—to address their own acknowledged harmful behavior, the group was dismissive. They made excuses, claiming that self-regulation and mutual accountability wouldn’t work.

What we need to ask ourselves is how often we justify harmful behaviors when they serve our own needs and desires? In this case, the perceived need for entertainment and connection became an excuse for damaging behavior towards others. This behavior, in place of boredom, gave individuals a sense of power and belonging within the group.

What was particularly revealing was how the group’s response shifted depending on whether they were directly impacted. When the symbolic item was removed, the group united and took a stand against what they perceived as bullying. However, when faced with their own behavior—behavior that was equally harmful—they refused to take responsibility, dismissing mutual accountability as unworkable.

In this instance, the need for entertainment can be filled through healthier avenues that don’t cause harm to others. It’s easy to justify harmful behavior when it benefits us, but the real challenge lies in taking personal responsibility for our actions. Tackling workplace bullying and toxic behavior isn’t just about creating rules—it’s about each person recognizing their role in either perpetuating or changing the culture. We all have the power to contribute to a healthier workplace by resisting the urge to follow the crowd and instead choosing to act with empathy and integrity. By filling our needs  through positive means, we can break the cycle of harm and foster a more respectful and supportive workplace.

Have you experienced something similar in your workplace? How did you handle it? Share your story and help us create a conversation about how we can all build healthier work environments. #TellYourOwnStory

Missing Pieces

Missing Pieces: Embracing the Whole Self in a World of Perceived Inadequacies

One of the most common yet isolating experiences many people face is the feeling that something is missing from their professional or personal lives—whether it’s a gap in knowledge, experience, or even confidence, leaving us feeling as is we are a puzzle with missing pieces.  This sensation of lacking critical pieces of the puzzle can often feel like an invisible weight, especially when it comes to our careers. We look around at our colleagues, and it seems like they have everything figured out— the right skills, the right education, the right connections—and we fear that somehow, we’re falling short. That we are not living up to unspoken expectations and are instead offering a false image of who we really are.

For many, this fear manifests in the form of imposter syndrome, that persistent sense that we are unqualified or unworthy of the position we hold. It's as if we are pretending to be someone we’re not, living with the fear of being ‘found out’. Truthfully, this feeling is more common than most people think. Nearly everyone experiences a form of this at some point in their career, regardless of their level of experience or success.

As someone who lives with complex PTSD, I can deeply relate to this feeling of missing parts of myself. Trauma, whether experienced in childhood or adulthood, often leaves us with emotional scars that manifest as gaps in our self-image, our sense of belonging, and our ability to trust in our own worth. For many trauma survivors, those missing pieces are a daily struggle. Feeling incomplete, as though we’ve been broken or damaged in some way that makes us less capable or less deserving than those around us.

The truth, however, is that the sensation of missing pieces doesn’t just belong to trauma survivors. It’s a universal experience. Everyone at some point in their life deals with the perception that they are lacking something whether it is skills, knowledge, or even a sense of self-assurance and confidence. For some, these feelings are fleeting, but for others, they can persist for years, manifesting as self-doubt, anxiety, or a constant drive to overcompensate by pretending everything is fine.

The biggest challenge is how we respond to this fear of inadequacy. Often, we internalize it, turning it inward into self-blame, self-loathing, or the constant urge to hide our vulnerabilities. We push ourselves to act as if we have everything under control, hoping no one notices the cracks in our facade. But the truth is, we are all masters of disguise in one way or another. Whether it’s in our professional life, our personal relationships, or how we show up in the world, we all wear masks to hide the parts of ourselves that we perceive as unacceptable.

The Power of a Safe Space

So, what can we do with these feelings of missing pieces? How can we begin to heal and embrace the wholeness that we are, even if we feel fragmented?

The first step is to acknowledge that these feelings are normal and that everyone experiences them. There is no perfect person—no one has all the answers or all the skills, no one is immune to insecurity or self-doubt. Recognizing that you are not alone in this can be incredibly helpful.

Secondly, it’s important to create a safe space where you can explore these feelings. In both personal and professional environments, a space that encourages vulnerability, openness, and curiosity can help you begin to uncover what is truly missing. This might be a supportive team, a mentor, or even a therapist—a space where you can talk through your perceived inadequacies without fear of judgment. It’s in these spaces that many of our fears are found to be unfounded. Often, the things we feel are missing are simply areas where we need more knowledge or experience—areas that can be developed over time, and that are not intrinsic deficits of  our character or ability.

Embracing the Whole Self

As we continue to grow, it’s crucial to realize that we don’t need to have everything figured out right now. Life is a journey of discovery and learning, and it’s okay to have gaps, to not have all the pieces in place. In fact, those gaps may be a source of strength. It’s through the process of identifying what we’re missing and seeking out those pieces that we build a richer, more resilient version of ourselves.

It’s also important to understand that there is no "perfect" version of yourself that you need to live up to. The idealized versions of others that we compare ourselves to often exist only in our minds. Everyone is working through their own challenges, usually in silence, and the external confidence we see in others is often a mask, just as we wear our own.

The next time you find yourself feeling like something is missing, or that you are somehow incomplete, remind yourself that this feeling is shared by almost everyone. Instead of focusing on what you think you lack, try to embrace the full spectrum of your experiences—flaws, gaps, and all. In fact, it’s often those very things that make us uniquely capable of growth, connection, and understanding.

We don’t need to be perfect. We just need to be whole.

We each have the ability to redefine our ‘puzzle’ to be a complete picture.

This journey toward embracing our "missing pieces" is a lifelong process, but it’s one that leads to deeper self-acceptance, resilience, and authenticity. Whether you are navigating the complexities of trauma or simply trying to find your footing in a demanding world, know that the feeling of being incomplete is not a flaw—it’s part of the human experience. The beauty of life lies in the discovery of who we are, and the peace that comes when we finally realize we are enough, just as we are.

The Power of Trying: Finding Light Through the Darkest Times

Long ago, I found myself in the middle of a very dark chapter in my life. I was seated across from a mental health practitioner, feeling lost, frustrated, and overcome with despair. Every option felt impossible; every solution seemed out of reach. I looked at him, his pen poised above the prescription pad, and I cried out, “But what can I do?” His answer was simple, yet profound: “You can always try.”

It was a small statement that held a powerful truth, one that has guided me time and again in different circumstances. No matter how bleak things might feel, we always have the choice to try. It doesn’t mean knowing exactly what to do or being sure of the outcome. It simply means taking a step—even a tiny one—in some direction.

There’s a saying that it’s easier to steer a moving object than one that is stationary. This truth applies to our energy as well. Movement, no matter how small, creates momentum. And when we try—when we just take a single step forward—we shift from being stuck to being in motion. That motion opens doors we couldn’t see when standing still. The simple act of trying is a quiet, resilient whisper to the universe that we aren’t giving up.

When we commit to trying, we enter a world of infinite possibilities, often described as “infinite diversity in infinite combinations.” It’s not about having all the answers or taking leaps; it’s about being open to what might come next. Even the smallest effort is never wasted. We may not see immediate results, but those efforts have a way of building on each other. Sometimes they surprise us, showing up as opportunities we hadn’t dreamed of or as new people entering our lives when we least expected them.

In life and career, the act of trying often leads us to places we wouldn’t have found otherwise. New connections, fresh ideas, and unexpected solutions often appear only after we’ve taken that first step. Trying is its own reward, giving us not only hope but also opening us to experiences that enrich us in ways we couldn’t have planned.

So, when you find yourself in a moment of doubt, remember: you can always try. That small act of courage, of moving forward despite uncertainty, is what shapes the path to a brighter tomorrow. Keep moving. Keep trying. A new chapter may be closer than you think.

Harnessing the Power of Self-Assessment Tools: A Key to Intentional Career Planning

When it comes to career planning, one of the most empowering ways to set yourself up for success is to build a deep understanding of your unique strengths, areas for growth, and personal goals. One of the most effective approaches for achieving this is through the combined use of self-assessment tools and career coaching. These tools—ranging from aptitude and personality assessments to skills tests—are valuable resources that help bring your core traits and abilities into focus, providing a strong foundation upon which you can design a fulfilling career path.

The Role of Self-Assessment Tools in Career Planning

Many people first encounter self-assessment tools in high school, often through aptitude and skill tests that encourage students to think about their potential career paths. But these tools go far beyond that first exposure. Today, self-assessment options range from fun, informal quizzes on social media to comprehensive, research-backed assessments that dive deeply into one’s personality, skills, and preferences. Used thoughtfully, these tools can be transformative for career seekers at any stage, offering a unique opportunity to reflect on who you are, what you want, and where you’re going.

Uncovering Strengths and Building Self-Awareness

Self-assessment tools bring crucial self-awareness to the forefront by helping you see yourself objectively. They can reveal strengths you may not have realized you have or help to clarify those that have remained underdeveloped. This self-awareness is an invaluable asset in career planning, as it allows you to identify and maximize your most marketable skills and traits. Self-assessments can guide you toward roles and industries where your abilities will shine and where your unique contributions will be valued.

Self-assessment tools are not only about identifying strengths but also about recognizing areas for growth. Suppose you have a dream job in mind but lack certain technical skills. In that case, the results of an assessment can help outline a clear path for skill development, highlighting areas where upskilling or additional education could be beneficial. It’s a forward-thinking approach that empowers you to focus on skill-building efforts strategically, increasing your potential to thrive in your desired role.

These tools can also help you identify if you have the right aptitude for the career you are looking at and can save you the heartache by potentially wasting time chasing a path not meant for you. These tools can help you find ways to fulfill your desires with career options that will match not only your skills but your values as well.

How Career Coaches Enhance Self-Assessment Insights

While self-assessment tools are undoubtedly powerful on their own, combining them with the insights of a career coach can elevate your career planning process even further. A skilled career coach can help you interpret your results, guiding you on how to leverage strengths and address areas for improvement. In my coaching work, I integrate self-assessment tools to help clients clarify their personal performance habits, preferences, and overall career readiness. By analyzing these results together, we gain a clear understanding of what kinds of work environments, responsibilities, and roles align best with their aspirations and strengths.

A career coach can also help you broaden your perspective, uncovering career paths you may not have considered. Self-assessment results can highlight soft skills, latent talents, and hidden strengths that shine a light on new possibilities. Through coaching, you can explore how these qualities might translate into career options that align with your ideal lifestyle, work-life balance, and long-term goals.

Creating a Strategic and Aligned Career Path

When used in tandem, self-assessment tools and career coaching provide a structured, intentional approach to career planning. Together, they can help you see a clear path forward, identifying both immediate next steps and longer-term goals. They allow you to create a career path that fits seamlessly into your current lifestyle while also aligning with the future lifestyle you envision.

By utilizing self-assessment tools and engaging with a career coach, you equip yourself with the clarity, confidence, and actionable insights needed to make career choices with intention. This partnership empowers you to navigate career transitions, make skill development decisions, and explore new roles with a strategic mindset—ultimately leading to a career journey that is both fulfilling and aligned with your true self.

Final Thoughts

Self-assessment tools and career coaching offer a comprehensive, empowering approach to career planning that centers on personal growth and self-awareness. Whether you are just starting out, changing careers, or simply looking to fine-tune your current trajectory, leveraging these tools can be transformative. The journey to a fulfilling career is not just about knowing what you want to do but also about understanding who you are. When you combine self-assessment insights with personalized coaching, you set yourself up to build a career that resonates with both your professional goals and your personal aspirations.

#careercoaching, #teamwork, #professionaldevelopment, #personaldevelopment, #investinginyourself

Why Personalized HR Solutions Matter to Your Business Success.

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What Makes My Services Stand Out from the Rest?

In a crowded market of HR and organizational development services, what sets me apart is the level of personalized care I offer. Many large organizations provide HR support, consultation, training, and guidance—often offering a broad suite of services. These resources incorporate current business trends and comply with employment and HR law guidelines. They offer value, particularly for those seeking affordable, one-size-fits-all solutions.

However, the biggest drawback of these larger services is just that: they are generic. To serve large numbers of clients, they standardize their approaches, which often fail to address the unique dynamics of individual workplaces.

Tailored to Your Workplace Needs

I take a completely different approach. I work closely with you to understand the distinct challenges your company faces. By engaging with employees at all levels, I gain a deep understanding of your organizational culture, employee personalities, and the specific needs that arise from your location and business model. With this insight, I tailor solutions to fit your company—not a generic template.

This personalized service builds trust, fosters lasting relationships, and provides ongoing support long after the initial consultation. It ensures that you get actionable, realistic solutions that reflect your company’s unique strengths and challenges.

Empowering Leaders for Long-Term Success

One of the major challenges with external consulting teams is that while they may drive change during their tenure, the momentum often dissipates when they leave. Why? Because they become the focal point of change, the ones everyone turns to for guidance. When they’re gone, so is the energy, trust, and progress they inspired.

My approach is different. I empower your leaders to become the catalysts for change. By coaching from the sidelines, I help your leaders take ownership of the process. They remain the trusted figures within the company, guiding the transformation themselves. This builds a stronger, more empowered leadership team, and the changes they implement are long-lasting and integrated into the company culture.

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Training That Resonates

The training I provide follows the same principle of flexibility and customization. Every workplace is different, and the challenges you face won’t be the same as another company’s. That’s why I tailor my training sessions to address the specific issues relevant to your team. This ensures that the material isn’t just another box to check but a dynamic, engaging resource that creates real impact.

Ready for a Real Transformation?

If you’ve tried generic solutions and haven’t seen the results you need, it’s time to explore something different. My services are designed to be transformative for you and your company. Let’s build something lasting together.

Book your Discovery Appointment today!

Another person's perspective is one of life's greatest teachers

One of life’s greatest teachers is the perspective of another person. When we feel stuck or unclear in our decisions, seeking a different viewpoint can be the key to moving forward.

Seeking another perspective is a powerful tool that I’ve used time and again when faced with uncertainty or a lack of direction. It allows us to step outside our own mental frameworks, which are often shaped by our personal experiences, beliefs, and upbringing. Our perspective, while valuable, can sometimes be too narrow, causing us to overlook solutions that are right in front of us.

Why We Get Stuck in Our Own Viewpoint

As individuals, we are naturally limited by our own biases. Our thoughts, decisions, and problem-solving abilities are shaped by the influences of our past—the cultural, social, and familial experiences we've had. These experiences form the lens through which we see the world, and though this lens is useful, it can also restrict our ability to see alternatives.

When we’re faced with a problem, the solution may be just out of sight, hidden by these mental limitations. That’s where seeking another perspective can help. By stepping outside our own viewpoint and engaging with someone else’s, we can gain new insights and unlock previously unseen opportunities.

The Benefits of Seeking a Different Perspective

When we share our situation with someone else—whether it's a trusted friend, colleague, or coach—and take the time to really listen, we often find clarity. Listening to another’s viewpoint can help in several ways:

• Revealing blind spots: Others can point out what we might have missed or misunderstood.

• Improving communication: Engaging with different perspectives helps us become better listeners and more effective communicators.

• Building empathy and compassion: Understanding how others see us and the world cultivates empathy, appreciation, and respect for both ourselves and those around us.

• Enhancing cultural, gender, and generational awareness: Exposure to a wide range of perspectives broadens our understanding of how different backgrounds influence thinking.

Practical Steps to Seek and Embrace Different Perspectives

When you’re struggling with a decision or unsure of your next step, consider seeking out a different perspective by:

1. Talking to a trusted confidant: Whether it's a friend, mentor, or coach, engaging with someone who knows you well can provide invaluable insight. They may offer suggestions or ideas that hadn’t crossed your mind.

2. Reaching out to a colleague: A professional peer can provide a different angle on work-related issues, helping you see the situation from a business perspective or offering industry-specific advice.

3. Engaging with diverse groups: Actively seeking out diverse opinions, especially from people of different cultures, genders, or generations, can expand your worldview and enhance your problem-solving skills.

The Long-Term Impact of Expanding Your Perspective

Seeking other perspectives doesn’t just help in the short term—it has lasting effects on your personal and professional life. Broadening your view helps you:

• Strengthen your network: The more perspectives you seek, the more connections you build. These relationships can be invaluable both personally and professionally.

• Boost your emotional intelligence: Regularly practicing empathy and compassion increases your emotional capacity, helping you navigate interpersonal relationships with greater ease.

• Expand your leadership potential: For anyone in a leadership role, being able to see from multiple perspectives is a critical skill. It enables better decision-making, fosters inclusive environments, and improves team dynamics.

Whether you're making a tough personal decision or seeking to grow your professional capacity, embracing the power of another’s viewpoint will help you become more adaptable, empathetic, and informed. So next time you're feeling stuck, remember that the key to moving forward might be through someone else’s eyes.

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The Power Of A Proactive Mindset in Shaping Your Career

Are you struggling with your career, searching for new job opportunities, or contemplating the leap into entrepreneurship? Many of us experience moments of doubt and uncertainty in our work lives, questioning whether we've chosen the right path or if we're truly finding fulfillment in our careers. One of the most effective tools to navigate these uncertainties—and even reduce their frequency—is adopting a proactive mindset in your career.

The Impact of a Proactive Mindset on Your Career

Whether you’re just starting out or well-established in your career, maintaining a proactive mindset is crucial for long-term success and fulfillment. Individuals who actively seek opportunities for growth, development, and advancement tend to thrive in their work, gaining a deeper sense of purpose and satisfaction.

Why a Proactive Mindset Matters

Proactive individuals don’t wait for opportunities to come knocking—they go out and create them. They actively pursue experiences, education, and development that enhance their knowledge and skill set. This approach not only broadens their network and boosts their confidence but also positions them to seize opportunities with readiness and confidence. Employers highly value proactive individuals because they exude confidence and demonstrate a commitment to their own growth.

Taking charge of your career trajectory is a key factor in defining your success, leading to greater satisfaction and a well-deserved sense of accomplishment. Additionally, being proactive can shield you from the unexpected and unpredictable fluctuations of today’s job market. While reactive individuals may only act after facing a negative impact or losing a job, proactive individuals often transition away from unstable environments before a crisis occurs.

Mavis’s Story: A Case Study in Proactive Career Management

Consider Mavis, who worked in the Finance Department of a mid-sized company with unionized employees. Although she enjoyed her work, she found it lacking in challenge and growth opportunities. Rather than remaining complacent, Mavis sought other ways to engage in her workplace. She joined employee committees focused on office morale, social events, team building, and safety. Through these activities, Mavis expanded her knowledge of the company’s operations, grew her network, and developed new skills.

When it became clear that the company’s conditions would not improve, Mavis leveraged her experiences to explore new career options outside the company. She eventually secured a role in HR within a different industry, avoiding the downturn that negatively affected her former colleagues. By proactively seeking growth and development, Mavis protected herself from a deteriorating work environment and embarked on a new, rewarding career path.

The Risks of a Reactive Mindset

In contrast, reactive job seekers often find themselves at the mercy of the job market, limited by current trends and unprepared for sudden shifts in the workplace. This lack of preparation can lead to missed opportunities for advancement and, in some cases, redundancy.

Start Now: Steps to Cultivate a Proactive Mindset

Regardless of where you are on your career path, adopting a proactive approach will benefit you. Being proactive can help you advance in your current role or organization, give you an edge over competitors when applying for new positions, and keep you connected to changes in the job market. Here are some steps to start cultivating a proactive mindset:

1. Expand Your Network: Reconnect with people in your network. Start a conversation, find common ground, and share your professional journey with them.

2. Say “Yes” to Opportunities: When opportunities for professional development, skills training, or team building arise, step up and say yes. Every new opportunity brings something of value.

3. Apply Proactive Thinking to Your Life: Extend your proactive mindset to your physical and mental well-being. Prioritize your health and well-being before issues arise.

4. Create Your Own Opportunities: If the opportunities you seek aren’t available, explore ways to create them. Consider side jobs, freelancing, contract work, or consulting as realistic and attainable options.

Taking the Driver’s Seat in Your Career

By adopting a proactive approach to your career and personal development, you put yourself in the driver’s seat, gaining more control over the direction of your professional life. A proactive mindset allows you to anticipate challenges and prepare for them, ensuring you’re equipped to handle any issues that arise. Start small by setting a proactive goal for yourself this week. If you’d like personalized guidance on your journey, I’m here to help you navigate your course and stay on track!

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Job Postings and Job Descriptions, Laying the Foundation for Strong Business Partnerships.

Job Postings & Job Descriptions: Laying the Foundation for Strong Business Partnerships

One of the biggest challenges facing employers and job seekers alike is finding the right match—an alignment found not only in skills but in shared values and goals. The way an organization represents itself in job postings and descriptions plays a critical role in attracting the right talent and laying the foundation on which to build a strong business partnership.

Job postings are strategic assets that, when used effectively, have the potential to significantly impact your company’s growth trajectory. By clearly communicating who you are—your values, business practices, and mission—you increase the overall likelihood of attracting talented individuals who share your vision and goals and are looking for the same in their work.

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Key Strategies for Crafting Effective Job Postings:

• Consistency is Key: Use clear, consistent language that accurately reflects your company’s values, mission, and goals. This consistency should be evident throughout the entire recruitment process, beginning with your job postings and descriptions all the way through to your day-to-day business operations.

• Know Your Audience: Tailor your job postings to attract the specific type of talent that you are looking for; your ideal employee. Highlight aspects of your company culture that will resonate with those potential candidates.

• Branding Matters: Ensure that your company branding is consistent and authentic. Wise job seekers will research your company, and what they find should align with the messaging in your job postings and descriptions.

• Set Clear Expectations: The information you provide in your job postings sets the stage for what candidates can expect if they join your company. Authenticity here helps avoid mismatches that can lead to high turnover and disengagement.

Effective job descriptions do more than just attract the right talent—they also play a critical role in helping to retain it. When new hires find that the reality of their role matches the expectations that have been set during the recruitment process starting with the job description, this leads to trust and job/employer satisfaction, helping to reduce turnover and promoting long-term employee engagement.

Employers can use tools such as AL and data analytics to help them craft effective job postings. These tools can be valuable in aligning your job postings and job descriptions with your company’s values and culture, they also help employer’s to be able to accurately communicate that information to the right candidate by tailoring it to attract and hold their attention. These tools can be used to analyze potential candidate’s preferences and sculpt your postings to resonate with the talent that is most likely to thrive within your company’s culture.

Every job seeker’s experience begins with the job posting, the relationship starts here. A well-crafted, clear, and authentic job description sets the tone throughout the recruitment process. Positive candidate experiences, even for those who aren't ultimately hired, can boost your company's reputation and make you an employer of choice for top talent.

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Remember, the goal is to build a lasting partnership. When your job postings reflect your true company culture and expectations, you’re not just filling a position—you’re finding a partner, establishing a relationship that will contribute to your company’s success. Truth in advertising lays the foundation for a great partnership that benefits both the employer and the employee.

Take a moment to review your current job postings and descriptions. Are they truly reflective of your company’s culture, values, and expectations? A few strategic adjustments could make all the difference in attracting and retaining the right talent for your organization.

First Impressions Count.

First Impressions Count: The Crucial Role They Play in Hiring

We’ve all heard the saying, “You never get a second chance to make a first impression.” This adage holds particularly true in the realm of job seeking. The initial impression you make on a hiring manager can significantly influence their perception of you as a potential candidate. But it's not just job seekers who need to be mindful of first impressions. Employers, too, face the critical task of attracting the right candidates, and the first impression they make can be a game-changer in drawing top talent.

The Job Seeker's Perspective: Making Your First Impression Count

For job seekers, the first interaction with a potential employer often sets the tone for the entire hiring process. This first impression encompasses everything from your resume and cover letter to your demeanor and appearance during the interview. Here are a few key tips to ensure you leave a lasting positive impression:

1. Craft a Stellar Resume and Cover Letter: Your application materials are the first glimpse an employer has of you. Make sure they are well-organized, free of errors, and tailored to the job you’re applying for.

2. Dress Appropriately: Your attire should be professional and appropriate for the company culture. When in doubt, it’s better to be slightly overdressed than underdressed.

3. Show Enthusiasm: Demonstrate genuine interest in the position and the company. Enthusiasm can be contagious and can set you apart from other candidates.

4. Be Punctual: Arriving on time shows that you are reliable and respectful of the interviewer’s time.

5. Prepare Thoughtful Questions: Asking insightful questions during the interview shows that you’ve done your homework and are truly interested in the role.

The Employer's Perspective: Attracting Top Talent

For employers, making a good first impression on potential hires is essential to attracting and retaining the best candidates. This process begins long before the interview stage and involves effectively communicating your company’s brand and culture. Here’s how employers can make a positive first impression:

1. Know Your Brand and Culture: Understand the core values and culture of your company. This clarity will help you attract candidates who are a good fit.

2. Craft Compelling Job Postings: Your job postings should accurately reflect your company’s values and the type of candidates you are seeking. Be clear about expectations and the qualities you value in your employees.

3. Set the Stage for Interviews: Create a professional and comfortable interview environment. This includes not only the physical setting but also the demeanor of the interviewers.

4. Reflect Professionalism Through Staging: Demonstrate your company’s values through tangible elements. For instance, if workplace safety is a priority, wear appropriate PPE (Personal Protective Equipment) during the interview and have safety-related props visible.

5. Communicate Expectations Clearly: During the interview process, set clear expectations about the role and the company culture. This helps candidates understand what is expected of them and what they can expect from the company.

Building a Strong Foundation

The first impression you make as an employer doesn’t end with the interview. Welcoming new employees and providing a supportive onboarding process helps lay the foundation for a productive and fulfilling employment relationship.

By setting a positive tone from the very beginning, both job seekers and employers can create a foundation of mutual respect and understanding. This not only helps in making the right hiring decisions but also contributes to long-term job satisfaction and retention.

In conclusion, first impressions in the hiring process are vital for both job seekers and employers. By focusing on making a positive impact from the outset, job seekers can increase their chances of securing their desired position, and employers can attract and retain top talent who are aligned with their company’s values and culture.

THE POWER OF SUCCESSION PLANNING: FUTURE-PROOFING YOUR WORKFORCE

The Power of Succession Planning: Future-Proofing Your Workforce

In today's fast-paced business world, organizations must be prepared for change at any moment. One of the most effective strategies to ensure continuous growth and stability is succession planning. This forward-thinking approach involves identifying and developing potential future leaders within your organization, creating a robust talent pipeline that can seamlessly fill key roles as they become available.

Why Succession Planning Matters

1. Developing a Talent Pool Succession planning is more than just a contingency plan; it's a proactive approach to talent management. By systematically identifying and nurturing high-potential employees, organizations can create a talent pool ready to step up when needed. This not only ensures continuity but also promotes a culture of growth and development within the company.

2. Preparing for Recruitment Drives Seasonal staffing fluctuations and sudden vacancies can disrupt business operations. Succession planning helps mitigate these challenges by preparing a pool of qualified candidates ready to take on new roles. This preparation can significantly reduce the time and resources spent on external recruitment, making the hiring process more efficient and cost-effective.

3. Covering Potential Shortages Industries often face periods of increased demand that require additional staffing. With a well-developed succession plan, organizations can quickly identify internal candidates to fill these gaps, ensuring that operations run smoothly even during peak times. This adaptability is crucial for maintaining high levels of productivity and customer satisfaction.

Succession Planning as an Effective Development Program

A key question many organizations face is whether succession planning can evolve into a comprehensive development program. The answer is a resounding yes. By integrating succession planning into your overall talent development strategy, you can create a structured pathway for employees to advance their careers. This not only helps in filling sudden vacancies but also fosters a sense of loyalty and engagement among your workforce.

Benefits of an Integrated Succession Plan:

• Employee Retention: Employees are more likely to stay with an organization that invests in their growth and development.

• Enhanced Morale: Knowing that there are opportunities for advancement can boost employee morale and motivation.

• Knowledge Transfer: Experienced employees can mentor and train their successors, ensuring that valuable knowledge and skills are retained within the organization.

Join Our Lunch & Learn Session

To dive deeper into the benefits and strategies of effective succession planning, join us for an insightful Lunch & Learn Zoom session on Friday, August 16th at 12 noon Pacific Standard Time. We'll explore real-world examples, best practices, and actionable tips to help you implement a successful succession plan in your organization.

Session Highlights:

• Building a robust talent pool

• Streamlining recruitment processes

• Adapting to seasonal staffing needs

• Developing comprehensive employee development programs

This session is ideal for HR professionals, managers, and anyone interested in strategic workforce planning. Don't miss this opportunity to enhance your organization's resilience and continuity.

📩 Email info@lisahack.com to receive a link.

Future-proof your business with effective succession planning. Let's build a brighter, more resilient future together.

#SuccessionPlanning #TalentDevelopment #WorkforceStrategy #HR #ProfessionalDevelopment #LeadershipDevelopment #FutureProofYourBusiness

Celebrating the 'Aha' Moment.

Celebrate the ‘Aha’ Moment

One of the greatest moments I experience is when my clients have an "aha" moment. You know the moment—when they have an epiphany, when all the pieces come together, and they are able to see or realize something about themselves and their journey that had not been obvious to them before. These aha moments are wonderful to witness, as the client visibly becomes more confident, less confused or stressed, and more at peace. It is an incredibly powerful moment.

Defining Success: A Common ‘Aha’ Moment

One of the first “aha” moments my clients typically have comes when we talk about what success means for them as an individual. For most of us, we grow up chasing an idea or definition of success that is not our own. We often get our ideas of what success is from our parents, our communities, and what we see in the media and popular culture, as well as from our peers. Many of my clients have become exhausted and exasperated chasing an ideal of success that holds no truth or value to them as individuals.

The Realization: Success is Personal

Success is different things to different people. It comes to us at different times, for different reasons, and it looks different for everyone. Realizing that you have the power to define success on your own terms to fit your needs and wants can be a very empowering moment and a critical one when doing career planning. Success is also a fluid construct that bends and shapes itself to what you need it to be as you move through life, as our lives also bend and shape in reaction to the world within and around us.

The Impact of Aha Moments

Having the privilege to be present when a client experiences an “aha” moment is an incredible experience. These moments of self-empowerment and growth are milestones worth celebrating. When a client understands that they can define success for themselves, it changes everything. They start to see their path more clearly, make decisions with greater confidence, and pursue goals that genuinely matter to them.

Celebrating the Journey

Savor the sweetness of these aha moments. Celebrate them. They are signs of growth, empowerment, and progress. Remember to enjoy the journey and take pride in each step forward, no matter how small it may seem.

Takeaways

• Personal Definition of Success: Understand that success is personal and can be defined by you, not imposed by others.

• Empowerment Through Realization: Recognize that you have the power to shape your own success, leading to increased confidence and peace.

• Celebrate Growth: Acknowledge and celebrate the moments of clarity and self-empowerment as they are significant milestones on your journey.

In conclusion, the “aha” moments are powerful transformations that bring clarity and direction. They are worth celebrating and cherishing, for they mark the points where you truly begin to live life on your terms. Enjoy the journey and every aha moment along the way.

Enhancing Workplace Bullying and Harassment Training: Preparing for Workplace Bullying Awareness Week

Enhancing Workplace Bullying and Harassment Training: Preparing for Workplace Bullying Awareness Week

In today’s professional environment, maintaining a safe and supportive workplace is more important than ever. Over the past five years, I have been privileged to deliver Bullying and Harassment in the Workplace training to numerous organizations. The feedback has been overwhelmingly positive, with a 97% approval rating from participants who would highly recommend the training.

As we approach Workplace Bullying Awareness Week this October, I am excited to share some significant enhancements to our training program. These updates are designed to provide even more practical and powerful strategies to combat bullying practices, while fostering an environment of awareness, prevention, and empowerment.

The Importance of Bullying and Harassment Training

Workplace bullying and harassment can have severe impacts on both individuals and organizations. Victims of bullying often experience stress, anxiety, and a decline in job satisfaction, which can lead to increased absenteeism and turnover. For organizations, this translates to reduced productivity, higher costs, and a damaged reputation.

Effective training programs are crucial in combating these issues. By educating employees and management about the signs of bullying, legal implications, and appropriate responses, we can create a healthier and more inclusive workplace culture.

Why Participants Recommend Our Training

Our Bullying and Harassment in the Workplace training has been highly praised for its engaging content, practical advice, and supportive atmosphere. Here are some reasons why participants have given it a 97% approval rating:

1. Interactive Learning: Our sessions are designed to be interactive, encouraging participants to share their experiences and insights. This collaborative approach helps to foster a deeper understanding of the issues and promotes a supportive community.

2. Practical Strategies: We focus on providing practical strategies that can be implemented immediately. Participants leave with actionable steps to identify, prevent, and respond to bullying and harassment.

3. Expert Insights: Our training is backed by extensive research and expert insights, ensuring that participants receive accurate and up-to-date information.

Enhancing the Training for The 2024 - 2025 Season

As we prepare for Workplace Bullying Awareness Week, I am working to enhance our training program further. Here’s what you can expect from the updated sessions:

1. Increased Emphasis on Prevention: While responding to incidents is crucial, preventing bullying and harassment from occurring in the first place is even more important. The new training will include comprehensive strategies for creating a positive workplace culture and proactive measures to prevent bullying.

2. Empowerment Through Education: Empowering employees to speak up and take action is a key component of our training. We will focus on building confidence and providing the tools needed to address bullying effectively.

3. Practical Exercises: The enhanced training will include more practical exercises and role-playing scenarios. These activities will help participants practice their responses in a safe environment and build their skills for real-life situations.

4. Supportive Resources: Participants will have access to a range of resources, including guides, checklists, and support networks. These resources will help reinforce the training and provide ongoing support.

Join Us in Creating a Safe Workplace

Workplace Bullying Awareness Week is a time to reflect on the importance of maintaining a respectful and supportive work environment. By enhancing our training program, we aim to provide even more valuable tools and insights to help organizations combat bullying and harassment effectively.

I invite you to join us in our mission to create safe and inclusive workplaces. Stay tuned for updates on our enhanced training sessions, and let’s work together to make a positive impact this October and beyond.

If you have any questions or would like to schedule a training session, please feel free to contact me. Together, we can make a difference and ensure that our workplaces are places of respect, safety, and growth.

Job Posting Confidential

I was recently sent a link to a job posting in a neighbouring community. I recognized it immediately as I have seen this same job posting four different times over the last seven years. I know from my interactions with this business and discussions with individuals who have worked there, that this is a difficult position for them to fill and to retain an employee in this role.

Today I am going to share a casual review of what I saw in the posting and discuss a potential better approach which would empower the company to successfully fill the role and keep the hire engaged.

This posting starts out by combining together what would in a typical workplace be two full time positions. This particular one combines office management and human resources.

In some workplaces due to size or number of staff; or the volume of business, it is at times an advantage to combine duties to deliver a full time position for an employee. In workplaces where the HR workload alone covers full time hours adding additional responsibilities undermines the HR work to be done effectively.

A workplace may be looking for ways to address labour costs and combining job responsibilities can be an effective way to do so. I urge caution when doing this as too many office responsibilities ties the hands of HR and leads to burnout, fatigue and frustration. This is reflected in the frequency this particular position has been posted.

A better approach would be to look at other ways to couple jobs that work well together with the potential of addressing possible job deficiencies.

What came to mind when I was reviewing this posting was to combine the office management duties along with reception and have an office administrator position that manages the office and handles the flow of communications traffic within the company.

This new job pairing would free the HR to devote themselves to HR issues and increase the position for reception which is often underutilized.

The office administrator would oversee day to day operations within the office and direct all incoming communications to the various parties at specified times throughout the day. The company can schedule management staff to take turns being on call for emergency matters; while the office administrator reviews the answering system and office email at specific times forwarding the communications to the appropriate parties. This allows for a more productive use of time , with less interruptions.

The way the current job posting reads an applicant would be applying for an unreasonable amount of job duties and would have to be willing to sit in a single location for long hours at a time. As a working professional I would not be tempted to respond to a job posting that promised me to be overworked and figuratively chained to a desk.

When looking to hire individuals for jobs that seem to need to be reposted frequently, take some time to look into the job work load and environment and see if there is a more practical and well balanced position to offer in its place.

Being aware of workload and the need for employees to have a safe and comfortable work environment can increase can increase candidate response and employee retention when applied to the job description, posting and expectation.

Have you ever encountered a job posting that seemed unrealistic to you?

What do you think of these suggestions?

Please share your thoughts, I would like to hear your perspective.

Thank you and good job hunting!

Ageism, is it a concern?

In the world today we struggle against many forms of discrimination. Most of them usually escape our attention as we live our daily lives; only really coming to awareness when we personally experience the pain from their sting.

So was my experience with ageism. I had certainly heard of ageism usually tied to instances of well-heeled individuals losing very lucrative positions as their employer replaced them with younger, less costly employees. These unfortunate few inevitably struggled with finding a similar position that brought both role and reward.

Throughout my working career I had not experienced difficulty in finding work. When I chose to pursue employment or change my job track I was able to find what I was looking for in short order and often had multiple job offers to choose from. At this point I had not experienced ageism and in my career path I did not foresee aging as being a problem as I saw the benefits of experience only increasing.

A few years ago I came to a crossroads and I wanted to take my career in a different direction. I had become disillusioned by what I will describe as ‘corporate culture politics’, and wanted to focus my energies in a positive direction.

I spent a year in my search and I lost count of the positions I applied for. I was qualified for every position I went after and for many, overly so.

I really struggled with what was happening and I could not understand why this experience was so drastically different than what I had known before.

I started to research the events of the past year to discover what I was up against. I discovered that positions I had applied for in every instance went to an applicant considerably younger than myself.

I started looking into job discrimination based on a person’s age and I found that I was not alone in my experience.

I came across multiple testimonials from individuals in all levels of job experience and industry. Many of them holding PhD's and having professional acclaim for developing systems, designs, and inventing technology that we still benefit from today. Out of work and struggling to be employed in their field all because of their age.

Statistically ageism affects women in greater numbers, though men are not immune. The effects of ageism start to show for women in the workplace from the age of 30 on; for men it starts at 35.

During the earlier years of my career I knew of individuals who lost their jobs through mandatory retirement or as mentioned above being replaced for a cheaper model.

I was inspired by these individuals as they chose to establish a new career for themselves, many of them choosing to become consultants in their field of expertise.

Over time many people have shared their stories with me of how ageism has impacted them, or someone that they love and how they chose to deal with it. I have heard of spouses joining forces to build a business together. Individuals who sought out training in areas that have always interested them to pursue a new work experience. Others who have returned to school to further their education and achieve some of their academic dreams.

It gave me a different perspective on my situation and I decided that it was time for me to pursue something of meaning and value to myself. I knew that I had something of value to offer and I determined to do just that.

The last few years have been some of the most exciting ones of my professional career and I genuinely look forward to where this work will take me.

Ageism is an issue, one that has far-reaching effects in the workplace and no easy answers. As with other obstacles in our paths it can also be an opportunity to grow, discover, and create something new.

Workplace Bullying Awareness Week

October 16th thru the 22nd is Workplace Bullying Awareness Week. When I saw this headline it got me wondering how prevalent was bullying in the workplace since the world re-opened after Covid-19. I had not seen any new statistics since the beginning of the pandemic and I am curious as to where things now stood statistically in relation to workplace bullying.

I went on a online search and found that the government of Canada had published the results of a recent bullying survey; I have summarized the survey and it’s findings for you.

The title of the survey is ‘Harassment and Sexual Violence in the Workplace Public Consultations What We Heard’, and is published by Employment and Social Development Canada. You can read the full report here: https://www.canada.ca/en/employment-social-development/services/health-safety/reports/workplace-harassment-sexual-violence.html

The survey took place online from February 14th to March 9th 2017 with 1349 respondents participating. 82% of the respondents identified as female.

This surveyed showed over 60% of respondents reporting having experienced harassment in the workplace. Many specified that they were the targets for sexual harassment, violence, and even sexual violence. The majority of people experiencing harassment were women and members of a visible minority.

Sadly, similar results to previous surveys that I have reviewed.

One of the suggestions that came from this survey is the need for education on the topic in the workplace. Informing employees of the policies in place to prevent bullying and harassment and how to safely report incidents.

Developing awareness of the issue is also reported as a necessary step to take in countering workplace bullying and harassment. I think one of the best places to start is by having a conversation.

This week, while you have your team meetings, or while getting your morning coffee; start a conversation.

Share what you have heard about the prevalence of bullying and harassment in the workplace. Ask your colleagues for their perspective and be open to hear what they may have to say. It could surprise you!

One reason bullying practices are able to continue in such large measures is often the fear of reprisal or of losing your job, or your status at work. Fear often comes from the unknown and the uncertain.

Talk about bullying in your workplace. Bring this topic out of the dark corners. Starting a discussion helps to remove any stigmas attached to a subject, it can also help to promote a safer environment for people to share their stories and what has been happening for them.

Shine a light on bullying in your workplace, and let’s talk.

My Coaching Journey

One of the things my clients like to know is how I came to choose what I do and what my coaching background is. Today it is my pleasure to share my coaching journey, thus far, with you.

When I look back on my younger years, I see a lot of wasted time and that frustrates me. The goals that I set and the choices that I made came from what I knew and understood of myself and the world.

I knew very little.

My mission now is to help people to increase their understanding of themselves , and the place they want for themselves in this world. I want to empower people to avoid ‘wasting time’, and experience a rewarding and fulfilling career on both a professional and personal level. This coaching work that I currently do , provides this for me.

My coaching work started 32 years ago and began with the formation of a support group for women who had experienced sexual assault. This continued informally for a time and then I branched out to supplying emotional coaching to single mothers and women in troubled relationships. In the early 2000’s I turned my attention towards being a Life Coach and worked with clients addressing diverse concerns primarily to do with family life and career choices.

Coaching by this point had only been part-time and I was deeply frustrated within my full time occupation. I wanted to find a career path that would bring the same satisfaction as coaching did so I branched out into Human Resources.

The Human Resources component of my career proved to be revelatory. To this point I was well versed in my own disappointments with job markets and workplaces, as well as those expressed by my employees. For the first time I had a front row seat to both sides of the job equation. Daily I heard the frustrations and failings from both employees and employers.

In so many ways the system is broken.

My deep conviction is to make the work experience better. I set myself the task to study management systems, recruiting tactics, common workplace practices in training, policies, procedures, and their efficacy.

I interviewed workers and heard their stories. Researched pop culture and social media trends , and set out to address the concerns I found.

This has all led to what has become the most rewarding part of my coaching journey to date. I have invested over 4 years into the research and development of my current coaching practices and I have been rewarded with a universal wide acceptance and a positive response from each session. In every instance , there is always an ‘aha’ moment, when someone makes a connection of value. My greatest joy is seeing someone light up with enthusiasm and hearing positivity and strength in their voice.

On a personal level this work allows me to continue to learn and grow as each person shares their story, I gain a new perspective or insight that becomes more to offer to others down the road.

There is a shift occurring in how people work and why. My vision is to be a positive force in that shift, and aid in empowering people to have the work life, career choice, or professional success that is best for their businesses and themselves.

Thank you

Is Your Work A Waste of Your Time?

Do you feel like you are getting a good return for the time you are investing in your work? Or, is the only thing that you are getting from your work in return for your time, energy, talent and skills is just a paycheck?

If you are like most people, you have experiences in your life that have left you regretting the time you invested in them.

The two most common time investments that are a cause of regret are jobs and relationships.

When jobs and relationships fail to work out, we regret the time we invested because it is something we can not recover and we may be left without anything of value for our investment.

In my own experience, and some of my clients have mentioned this as well, I have taken a job to meet my immediate need for income; and often took the best job in terms of monetary compensation that was available to me. After leaving that job I found myself regretting the time that I had invested in the position as all that it brought to me was essentially a paycheck. Like so many other positions that we take for not necessarily the wrong reasons, but also not the right ones; this ended up costing me a lot more than it gave to me. At one position I endured a very toxic workplace resulting in stress induced health issues. Others left me with out any additional marketable skills that I could build on. I essentially left the experience with the same level of skill that I entered. The time spent on the job did not offer me any additional opportunities to expand my current skill level, learn new ones or receive any additional or beneficial training. 

Often, we end up giving time to a job that could have been better spent in another position that benefits our experience, and lets us build on existing training, elevating us to the next level on our career path.

The biggest problem that we often face is caused by failing to take into consideration the potential cost to us in terms of our time. If the investment fails to bring a positive value to our lives, the cost in time is incalculable.

Time is our most precious and valued resource. Since none of us know just how much time we do have it is important to consider how we spend the time that is allotted to us.

We can minimize the risk of poorly managed time and maximize our investment returns by being clear on what we want or need from a job.

Consider that if all a job is giving is a paycheck, then you are being underpaid and undervalued. When looking for a new career path or job consider other important life factors in the process.

      What industry or career are you interested in or actively pursuing?

      Does this position help to meet other important needs in your life?

o   Emotional/Social

o   Support/Training

o   Healthy work/life balance

o   On-going education

      What opportunities for advancement are available to you? Is there room to grow in this company?

      Will the skills and experience from this position support future goals and be something that can build on in future jobs?

Take the time to consider what you are getting from your work in exchange for your time and talents and weigh this against what doing this work will cost you over time. 

Knowing that our time is well spent is one of the greatest gifts we can give ourselves.  A life made up of good experiences and pleasant memories.

Have a great week!

Has the Workplace failed the Workers?

Lately I have been finding myself asking this question, “Has the Workplace failed the worker?” Many workplaces are struggling to maintain an engaged workforce. High employee turnover and low productivity are symptoms of a broken system across all industries in both public and private sectors. A high percentage of employees’ report dissatisfaction with their workplace and this has been strongly represented in the great resignation we saw during the pandemic.

From my own years sitting in cubicles and then as a management leader, I have seen first hand the frustration and resignation of so many talented individuals who fought to be heard and floundered without support.

What is the workplace doing wrong?

Poor management lies at the crux of all this. Poor management practices that result in little or no management strategies leave employees ill-prepared and isolated, to over management strategies leaving employees voiceless and hobbled unable to perform. I have heard many reports from skilled workers dedicated to their craft having to leave their workplace simply because the employer failed to keep them safe. Safe from discrimination, safe from harassment, safe from physical threat and violence. A safe workplace is the minimal requirement that an employer is obligated to provide. Many employers are failing to do that.

With so many people expressing their distrust of today’s workplace and taken action against it; it does present a tremendous opportunity to change the tide.

Employers who embrace this opportunity will find themselves empowered to effectively address ongoing problems with recruitment and retention by valuing employee feedback and implementing a suite of polices and standard operating procedures that enable their workforce to excel in their respective positions and find purpose and fulfillment in their work.

These changes will work to lower employer costs and improve their quality of services offered to their clients by having a team that actively supports the work that they do.

Employers who understand and embrace the position of an employee focused workplace instead of a profit focused workplace will over the long term enjoy more profitability; not only in terms of dollars but in relationships with customers and workplace health and safety.

There are many new and dynamic resources available to employers; many born out of workplace frustrations, that offer a wide range of solutions and formats to choose from. Employers can benefit from engaging in experience inspired training fundamentals.

A good example of this is the 3 Pillars of Communication Program which is designed to identify the problems in the unique workplace, build a solution involving the whole team and support its implementation.

An investment in the safety and well-being of employees is one that is bound to provide a good return.