It's quite possibly the summer of "revenge travel" for countless employees across the globe. Even though travel prices have risen sharply, 85% of Americans are expecting to travel this summer, according to the U.S. Travel Association. What does this mean for you, as a leader? While we may not support the notion of "revenge travel," we do advocate for vacation. In this video, let's review how you can support and encourage your team members to take time off as a way to circumvent or reduce burnout.
With the great reshuffle of employees, many of our clients are experiencing an influx of new team members and direct reports. While your organization may have a solid onboarding process, today, it's not enough to truly meet the needs of these talented individuals. Be sure to watch this week's video where I break down the three must-have questions to include when onboarding an employee. It will immediately set you apart as, what we call, a 5-Star Leader!
Bigger salary, bonuses, fun perks - these are not the most effective ways to engage and retain your employees! Then what IS the best way? Here I share the one thing that you must do, the foundational aspect of being a top leader that will drive employee engagement for the long term.
Leaders are responsible for attracting AND retaining talent. So what can you do when one of the leading causes of employees leaving their job is #burnout? In this video, I share the three mistakes leaders are making when it comes to mitigating team burnout. Are you possibly making these same mistakes?
How ready does one need to be for a leadership promotion? How much does a person need to demonstrate that they're ready to lead others? Are organizations truly promoting based on leadership readiness, or other criteria? Find out how organizations should be thinking about their top talent and leadership pipeline.
Women continue to rise! The share of women hired in leadership positions grew by nearly 10% from 2015 to 2021. While this is good news, the advancement of women in leadership has been painfully slow. The question we should be asking is not, how do we sustain progress, but rather, how do we accelerate progress? What action are you committed to taking in order to accelerate the advancement of women in leadership?
We all know the data - that when women stay in the workforce and advance into leadership positions, it affects the organization's bottom line in a positive way. And although there’s been progress advancing women in leadership, it’s been painfully slow. So as we look to the future, the question organizations should be asking themselves is not how do we get back on track, but rather how do we accelerate and sustain progress?
Several years into my career as a leader I was aware of the strengths I possessed, while simultaneously I knew I could be better. But I wasn't exactly sure what was missing. Watch this video to find out how you can become better at anything, even when you don't know what's missing.
Several amazing women served as role models as I was a young, emerging leader. Though I'm grateful that a few also served as mentors, it wasn't enough to accelerate my development or growth. This leads to the third mistake that organizations are making when it comes to advancing women in leadership.
It's unbelievable to imagine that when I was promoted to leadership nearly 20 years ago, I wasn't offered this one thing - and it continues to be left off the table still today. So while organizations claim that advancing women in leadership is a priority, in this week's video I share the second thing they're getting wrong.