Category: Management, Supervision & Leadership

  In the United States, July marks the heat of summer, with camps and vacations – a perfect time for a cold treat.  Ice cream can be a unifying and shared event at work too.  For team members working their way through the summer, an ice cream focused event offers a nice employee engagement break!

The first step in developing or revising your personal or organizational safety plan is assessment. Here are several areas that you should consider – either as a leader of others, or for your own safety and well-being.

The National Safety Council is America’s leading nonprofit safety advocate and provides a variety of tools and resources that organizations and leaders can use to create safer workplaces.  The organization celebrates June as National Safety Month, making it an appropriate time to pause and take stock of safety practices at work, at home and on the road.

Global Employee Health and Fitness Month sets aside a specific month of the year to help organizations focus on physical fitness and healthy lifestyles.  Encouraging active living, quality physical education and health programs can have long term benefits for individuals, teams and organizations.

At the start of the year, many people set ambitious and optimistic health and fitness goals as part of their New Year's resolutions. And, too many people also find that those goals tend to fade away as the year unfolds.

Different employees want different developmental opportunities. Some prefer the stability of a long-term dedicated role; others want to be stretched to grow and learn something new. Some may see new opportunities as the organization just continuing to raise the stakes; others may seek that challenge.

With rapid shifts in the economy and business landscape, retaining current employees feels like an important mandate.  Employee retention is certainly vital for operations and continuity. 

The news is tough these days for organizational managers!  They need to redefine the workplace for a more virtual remote workforce; they face daily supply chain uncertainties and constraints; and turnover seems to be at an all-time high.

There is a tough balance between authentic leadership and situational leadership.  We ask leaders to be true to who they are, while also asking them to adjust their approach to fit the situation or person at hand.

We recently worked with an organization with two important teams. One was an “operations team,” focused on basic case management—where consistency and steady thruput were important success factors.