At LWPAP's recent 'Ask the Professional' event, Leadership Development Coach Janet Ford answered questions from our live audience. Additionally, she addressed questions that many companies and seasoned leaders face today, such as what causes 'quiet quitting,' how to integrate diversity and inclusion, and how to effectively manage wounded employees.
LWPAP understand that navigating leadership can be complex, so our goal is to provide insights that empower you on your journey. We hope these events inspire and equip you as you grow in your leadership role.
Curious to explore further? Dive into our blog post for a deeper dive into the discussion. And don't forget to reserve your spot for our upcoming Transition Life Coaching - Vision Workshop —your next step toward personal and professional growth
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Tips for First Time Supervisor
Being a first-time supervisor can be daunting, especially when transitioning into a new organization. Learning the existing workplace culture and building relationships will help leaders undergo a smoother transition process.
How can leaders manage workplace culture effectively?
Being new to any organization is a challenge for any leader. Especially because we all want to do a good job. In our pursuit to be excellent, sometimes our desire to be great blinds us from the reality of our environment. We forget to listen to people and miss nonverbal messages. Understanding that we can learn just as much from others as they can learn from us, is a key component to growing in a new environment and becoming the leaders we desire to be. #Workplace #culture
Excellence vs Arrogance
What would your coworkers say?
The lines between excellence and arrogance can sometimes get blurred. But the consequences of the two produce very different fruits. Excellence produces efficiency, effectiveness, and effortless cooperation from others. While arrogance produces resentment, toxic work environments, and quiet quitting. We should strive to be excellent and not arrogant. Being excellent requires us as leaders to listen to our employees and view our workplace cultural environment from the big picture and not from a narrow view of our personal ambitions.
The Micromanaging Nightmare
How Do I Stop Micromanaging?
Micromanaging is an easy trap for both supervisors and managers to succumb to. As the leader, responsibility for both the blame and praise lies on our shoulders.
We must remember that our coworkers were hired because they are also talented, capable and have a desire and drive to do a good job just as we do. By remembering this, we remind ourselves that we are a team of people, not simply cogs in a machine.
Hateful Employees & Quiet Quitting
Quiet quitting is an unfortunate phenomenon. Today, it feels as if there are more jobs available than candidates to fill them, making it harder to retain good employees. As managers and leaders, how do we address this crisis?
Open communication is a great starting point. Secondly, we must cultivate a culture that invites employees to be honest about their concerns without the fear of being ridiculed or ignored. Employees are often the best indicators to gauge the true health of the existing workplace culture.
Diversity and Inclusion Confusion
Diversity and inclusion can pose challenges for leaders to navigate. Rather than perceiving diversity as a challenge, let's view it as a benefit. Altering our perspective on others' differences could be the innovative solution we need.
Letting People Free in the Workplace
Leading with Balance: Workplace Freedom vs. Structure
Navigating the fine line between granting freedom and maintaining order is an art of leadership. Clear protocols and expectations create harmony, while practice refines this skill. Have leadership questions? Click HERE to submit.
Effectively Managing Hurt People
"How Do You Manage Hurt People?"
People are human; they possess emotions and self-esteem that can be damaged by others. As leaders, we can't fix people's hurt, but we can listen and assist them in their healing process.
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