Employee Engagement & Retention Blog

THE SECRET TO ENGAGING HIGH POTENTIAL EMPLOYEES

Engage Your HiPos! Engagement is the alchemy that retains HiPos when competitors and head hunters target your talent. Engagement can be defined as a “state of substantial emotional and cognitive investment” (Kahn, 1990).

Bridging the Gender Pay Gap: Embracing Skill-Based Training and DEIB for a Better Workplace

In today’s dynamic and ever-evolving society, we have made significant strides towards gender equality. We have witnessed groundbreaking advancements in women’s rights, increasing female representation in leadership roles, and a growing awareness of the need for diversity and inclusiveness. However, despite these commendable milestones, there remains an undeniable disparity in pay between genders—a persistent issue that calls for our undivided attention and action. Understanding the Gender Pay Gap – What is the gender pay gap? In general, the gender pay gap refers to the difference in average earnings of people based on gender. It is a widely recognized indicator of gender inequities, and it exists across industries and professional levels. There are different ways of measuring the gap, but no matter how you measure it, the gap still exists. The gender pay gap is worse for those who face multiple barriers, including racialized women, Indigenous women, and women with disabilities. Though it differs by age group, the gap starts from a young age and carries into the senior years (Moyser, Statistics Canada, 2019). Why is ending the gender pay gap so urgent? – It’s one of the root causes of gender poverty. Women are more vulnerable to low income than men in Canada, partially due to the gender pay gap (Fox and Moyser, Statistics Canada, 2018). – It impacts all life stages. Girls 12 to 18 experience a summer job gender pay gap of almost $3.00 per hour (Girl Guides of Canada, 2018). Women post-secondary students leave school with student loans to pay and lesser means to do so (Canadian Women’s Foundation, 2019). And it contributes to a gendered pension gap of 22%, where women retire with only about 80% of the pension men retire with (Mercer CFA Institute, 2021). – It has implications on a global scale. When it comes to the gender gap in overall economic participation and opportunity, Canada ranks only 40 in the World Economic Forum’s (2021) listing of 156 countries. The Current Landscape of Gender Pay Equality As we delve into the complexities of the gender pay gap, statistics continue to reveal a disconcerting picture. According to recent reports, women globally earn, on average, only 77 cents for every dollar earned by men. This gap widens further for women of color, women with disabilities, and those in lower-income brackets. The reasons behind this inequality are multifaceted, ranging from societal norms and unconscious biases to lack of access to the same opportunities as their male counterparts. The Power of Skill-Based Training One of the most effective tools at our disposal to combat this inequity is skill-based training. By focusing on the talents and capabilities of employees rather than their gender, organizations can create a more level playing field. Skill-based training empowers individuals to hone their competencies, fostering a culture of meritocracy where rewards and promotions are based on performance and expertise. This approach not only enhances workplace culture but also drives employee satisfaction and retention. DEIB: The Catalyst for Change Diversity, Equity, Inclusion, and Belonging (DEIB) are not just buzzwords; they are essential pillars for any forward-thinking organization. DEIB initiatives ensure that diverse voices are heard and valued, equity is woven into the fabric of the company, inclusion becomes a daily practice, and a sense of belonging is nurtured among all employees. By embracing DEIB, businesses can dismantle systemic barriers to equal pay and create an environment where every individual has the opportunity to thrive. The Business Case for Gender Pay Equality While the moral imperative for gender pay equality is clear, there is also a strong business case to be made. Organizations that champion equal pay and employ skill-based training and DEIB principles are more likely to attract top talent, increase employee engagement, and drive innovation. Moreover, companies with diverse leadership teams have been shown to outperform their less diverse counterparts, leading to increased revenue and market share. Identifying Standouts and Rewarding Equally To ensure that all employees are compensated fairly, organizations must implement transparent processes for identifying high performers and distributing rewards. This includes regular pay audits, unbiased performance evaluations, and clear criteria for bonuses and promotions. By recognizing and compensating the contributions of every employee, businesses can foster a sense of fairness and motivation that propels the entire organization forward. As we celebrate the progress made in the realm of gender equality, we must also recognize the journey that lies ahead. The gender pay gap is a challenge that continues to undermine our collective efforts towards a more equitable society. However, by leveraging skill-based training and DEIB initiatives, we can create workplaces that not only champion equal pay but also enhance culture, satisfaction, and financial success. It is time for organizations to lead by example, embracing these strategies as a blueprint for a fairer, more inclusive, and prosperous future for all.

The stern of the Endurance with the name and emblematic polestar. (Photo: Falklands Maritime Heritage Trust and National Geographic)

A Century in Ice: Shackleton’s Endurance Prevails

In the annals of exploration and leadership, few stories are as captivating and inspiring as that of Sir Ernest Shackleton. Over a hundred years ago, Shackleton embarked on a legendary Antarctic expedition aboard the Endurance that would echo through the ages. While the Endurance was lost to the icy clutches of the Weddell Sea in 1915, its story embodies the iron will and unyielding spirit of exploration. Fast forward to March 5th, 2022, a century after Shackleton’s funeral, the world received a momentous reminder of this enduring tale: the discovery of the legendary ship itself. The Endurance lay undisturbed for a hundred years until its remarkable find at a depth of 3008 meters, it was just over 4 nautical miles from its original recorded sinking position. Lessons Endured To This Day More than just a relic of the past; the discovery of the Endurance also serves as a beacon of exploration, courage, and the unrelenting pursuit of knowledge. Despite facing unimaginable challenges, Shackleton and his crew displayed unparalleled determination and camaraderie, navigating treacherous waters and icy expanses with unwavering resolve. A Testament To Resilience And Legacy The find reignites interest in Shackleton’s legacy, inviting us to delve deeper into the lessons it holds for us today. The crew of the Endurance faced one trial after another; from the relentless grip of polar ice to the unforgiving Antarctic wilderness. It was Shackleton’s leadership that proved invaluable, a steady anchor amidst the storm, guiding his team through the darkest of days. As we honour the centenary of the Endurance’s final journey, let us draw inspiration from Shackleton’s leadership, the perseverance of his crew, and all those who dared to venture into the unknown. Their legacy lives on, inspiring generations to embrace challenges with fortitude, lead with confidence, and pursue their goals with determination. Professional Leadership Development Learn2’s Lead the Endurance strategic leadership development program is an immersive simulation that casts your team as the legendary Sir Ernest Shackleton and his crew. Stranded on a polar ice floe for years, teams face challenges that force them into high-speed and complex decision-making processes. The experience comes complete with lanterns, inventory lists, and a constant stream of new developments in the plot. Uncover leadership potential in your team and immediately enrich existing leadership skills such as delegation, priority creation, resource allocation, long-term thinking, and the ability to see the big picture. Your team has never had a leadership development experience like this. Want to Build an Effective Leadership Program? Discover the power of exceptional leadership with Learn2 leadership development programs, tailored to boost productivity and foster a collaborative environment. Let’s ignite a conversation about how we can align our strategies with your goals and drive success through effective leadership. Shape the future of your organization, reach out to our team, today!

Fostering a Culture of Kindness: Random Acts of Kindness in the Workplace

Fostering a culture of kindness in the workplace can have a profound impact on employee morale, productivity, and overall well-being. Random acts of kindness, both big and small, can create a supportive and inclusive environment where employees feel valued, respected, and appreciated. 6 Practical Workplace Kindness Initiatives: Random acts of kindness have the power to brighten someone’s day and create a ripple effect throughout the entire workplace. Whether it’s a small gesture or a larger initiative, every act of kindness contributes to creating a positive workplace culture. 1. Express Gratitude Encourage team members to express appreciation for each other’s efforts through simple gestures like saying thank you, writing thank you notes, or publicly acknowledging achievements during team meetings. This fosters a culture of gratitude and recognition, strengthening bonds among colleagues. 2. Promote Empathy Encourage employees to practice empathy by actively listening to each other, offering support during challenging times, and showing understanding towards different perspectives. Empathetic gestures create a sense of belonging and trust within the team, leading to improved collaboration and communication. 3. Encourage Random Acts of Kindness Inspire employees to perform random acts of kindness for their colleagues, such as offering to help with tasks, sharing words of encouragement, or surprising them with small tokens of appreciation. These spontaneous acts of kindness not only brighten someone’s day but also contribute to a positive and uplifting work environment. 4. Celebrate Milestones Take the time to celebrate personal and professional milestones, whether it’s birthdays, work anniversaries, or achievements. Recognizing and celebrating these milestones shows that you value and care about your employees, strengthening their connection to the organization. 5. Support Work-Life Balance Encourage a healthy work-life balance by offering flexible work arrangements, providing opportunities for self-care, and promoting well-being initiatives. Supporting employees’ holistic well-being demonstrates a commitment to their happiness and fulfillment, enhancing overall job satisfaction and loyalty. 6. Lead By Example As leaders, it’s important to lead by example and embody the values of kindness, empathy, and appreciation. Show your team members that you value their contributions, listen to their concerns, and prioritize their well-being. Your actions set the tone for the entire workplace culture, inspiring others to follow suit. Fortify Your Workplace Culture Through Random Acts of Kindness Incorporating random acts of kindness into your workplace culture doesn’t require elaborate initiatives or significant resources. It’s about cultivating a mindset of kindness and empathy in everyday interactions and practices. By prioritizing the well-being and happiness of your employees, you can create a workplace culture that is not only productive and collaborative but also supportive and uplifting. Looking to foster your workplace culture? Connect with Learn2 to find out more about developing a culture that improves employee happiness and allows businesses to thrive.

How to Increase Employee Happiness

As a business owner or organization, the more effort you sink into making sure you have a happy team, the more efficient and productive your workplace becomes. However, slight missteps in how team member morale is supported can generate larger problems. Here is a look at how to increase employee happiness with simple strategies that can make the most profound impact company-wide. 5 Ways to Improve Employee Happiness in the Workplace Research has shown that happy team members are as much as 20 percent more productive. Sales associates who are happy achieve 37 percent more sales. Therefore, a happy team is always a more productive team, and contentment starts with each individual team member. Check out some tips on how to make employees happy. 1. Prioritize Communication and Be Open to New Ideas When team members feel that they have the freedom to communicate openly, contentment with the employer is automatically going to grow. As an employer, be sure communication is prioritized. Be transparent with general operations, objectives, and problems to foster a culture of trust and openness with the team. Consider nurturing communication between the team and leaders by hosting group meetings often and tending to conflicts as quickly as possible. Likewise, be open to new ideas. Team members who feel valued are those that feel like their ideas are appreciated and used by the company. 2. Support Team Member Work-life Balance Employees that are stressed due to overtime demands, working long hours, or carrying too much responsibility are not going to be as productive. A good work-life balance is important to every individual. If you recognize that you may be asking too much of your team, consider bringing in new hires or rearranging schedules. Make sure employees have benefits like vacation time, personal days, and other options to use when a need arises at home. 3. Provide Career Progression Opportunities and Support Career progression opportunities like mentoring programs or management training are an easy way to increase employee happiness. Team members who prefer to progress and advance won’t be satisfied in a stagnant position that has no opportunity for growth. 4. Nurture a Positive Workplace Culture The team can unconsciously adopt the same outlooks and energies portrayed by the company as a culture. The more you can promote a positive work environment, the happier team members will be for this reason. Something as simple as showing gratitude, encouraging social interaction, or celebrating differences of opinion enhances positive perceptions in the workplace. 5. Ensure Employees Are Appropriately Recognized and Rewarded All individuals prefer to be recognized or feel appreciated when they work hard to achieve something for someone else. Praise, recognition, and rewards should be ongoing components of how your business operates. This may mean offering special initiatives to meet sales objectives like hosting a special event, giving monetary bonuses or added vacation time, or simply calling out team members that do a good job in the morning meeting. Improving Workplace Culture and Team Contentment With Learn2 Looking to improve workplace culture and give team member happiness a boost? Connect with Learn2 to learn more about developing a culture that improves employee happiness.

A boss using annoying workplace phrases with employees

Annoying Workplace Phrases to Avoid

Ever felt annoyed by cliché, overly used corporate lingo and phrases? It turns out that a lot of individuals and team members are feeling the same. Good communication in a workplace means everything, but the key to good communication may mean letting go of unappealing business jargon. In a recent poll conducted by Slack, 63 percent of respondents stated that workplace jargon used by colleagues is off-putting. Here is a look at some of the most annoying workplace phrases to avoid in your corporate communication efforts. Most Overused Business Buzzwords to Avoid 1. “Keep me in the loop” Why avoid it: Simply put, the phrase is both redundant and gives the wrong impression. You are quietly implying that you have to ask to be informed because you don’t trust the listener to offer information freely. Instead, try: Offering a specific time and place to revisit the topic. For example, “Could you give me an update by [certain day]?” 2. “Think outside the box” Why avoid it: The phrase is highly overused and, ironically, one of the least creative ways to ask for more innovative solutions. Instead, try: “Let’s look at out-of-the-norm solutions” or “Be creative.” 3. “It’s on my radar” Why avoid it: You’re basically saying you recognize there is an issue that needs your attention, but you have not given it much attention. You are not supplying a definitive idea or set of parameters about when something will be handled. Instead, try: Something along the lines of, “I recognize the issue, and I am working to rectify the situation.”. Doing so will not only build trust within your organization but also improve the team’s communication. 4. “Touch base” Why avoid it: Saying you will touch base later is vague. You are not offering a specific date or time and give the impression that revisiting a topic is not all that important. Instead, try: Simply offer a more concrete idea of how you will maintain communication. For example, “Can we reconnect at [time] to discuss this further?” 5. “Just a friendly reminder” Why avoid it: Reminders with this terminology rarely come across as “friendly.” Instead, you are exuding an almost passive-aggressive attitude or sense that you are irritated. Instead, try: “How is the project/progress going,” or, “A reminder that.” 6. “Be a team player” Why avoid it: Telling someone to be a team player almost always comes across as being passively aggressive and bossy. Instead, try: Offering words of encouragement, such as, “You are such a valuable part of the team,” or, “With your skill sets, we can pull together to tackle this.” 7. “ASAP” Why avoid it: You are communicating that you need something urgently, but urgency means something unique to each individual. In other words, you’re not offering a clear expectation of when you want something accomplished. Instead, try: Requesting something by a specific time that represents ASAP to you personally. For example, “Is there any way possible you could get this to me within [x number] hours?” Improve Workplace Communications with Learn2 Learning corporate buzzwords to avoid is just one element of enhancing communication in the workplace. Adopting other proven strategies to keep communication positive can make a world of difference, and Learn2 can help. Connect with Learn2 to learn more about how to improve communication in the workplace.

Mentoring Vs Leadership Coaching

Discussions around mentorship and leadership coaching often see these two terms being used interchangeably. However, while these two ways forward towards formidable models of leadership certainly have some overlap, there are also important distinctions that organizations can put to work. Understanding how mentoring and leadership development overlap and differ can help empower your next professional development initiative. At Learn2, we are happy to provide that foundation of knowledge to steer you in the right direction toward whichever professional development programming best suits the personalities and goals within your organization. What is Mentoring? Mentoring involves a content matter expert or person of achievement within a particular industry or position. Typically, the mentorship relationship occurs between two people, but mentors can also work within group settings to extend their wisdom on a larger scale. Mentoring can be highly productive as it helps mentees more clearly envision their next steps and how to get there. What is Leadership Coaching? Leadership coaching is about developing a professional’s knowledge and skill sets in ways that achieve specific goals. A leadership coach uses data and processes to lead the person or people they are coaching towards desired outcomes that can be reflected through measurement. How Do Mentoring & Leadership Coaching Differ? One of the biggest differences between leadership coaching and mentoring is that coaching tends to be more formal and its purpose leans towards specific professional milestones and outcomes. A leadership coach will likely be someone who is trained in delivering meaningful personal and professional development. They will set goals with you, create programs and plans to achieve them and implement measurement that reflects the success of your time together. On the other hand, a mentor can be someone who has led a career path you are interested in; they can be a family friend; a colleague or simply someone who inspires you. Mentorship may be more likely to ebb and flow with where you are at in life. It may not necessarily take shape around specific measurables, but more so provide a softer form of guidance and wisdom that you can pull from when needed. The Key Differences Between a Leadership Coach and a Mentor A leadership coach can help you address particular behaviors, cultivate strengths that translate into improved work performance and help you earn credentials and skills that empower your leadership journey. Whereas mentoring is fantastic for learning more about jobs you may be curious about, academic programs you want to explore or ways of being you may or may not want to incorporate into your life. Mentorship is meaningful to both parties who are engaged in it, whereas leadership coaching is more focused on the person being coached and where they desire to get to. Professional Development Through Leadership Coaching and Mentorship One of the many great things about mentorship and coaching is that they are not mutually exclusive. Rather, engaging in both forms of development can help nurture your individual gifts across a broader spectrum and empower you to simultaneously develop tangible skills and transferrable knowledge. Build an Effective Leadership Program With Learn2 If you want to learn more about establishing an effective mentorship program or want to chat about leadership coaching and the ways it can improve productivity and workplace culture, reach out to our team at Learn2. We will be able to speak at length about the benefits of each of these initiatives and the objectives that best align with them.

How to Improve Communication With Employees

Internal communication is one of the most important determining factors for company success and employee satisfaction. Ensuring that the way you communicate with team members aligns with their needs and, similarly, making sure they feel valued and heard will have far-reaching positive impacts on your brand, bottom line and employee retention. At Learn2, we are passionate about helping leaders and organizations improve upon and maintain effective models of communication. We have seen firsthand how empowering communicators can generate short- and long-term benefits for businesses and their stakeholders, so let’s take a look at what that means and why it’s important. What Ineffective Communication Looks Like & How It Affects the Workplace The Communication is Not Well-thought-out or Well-timed There is a vast difference between a one-off conversation and an overarching communication strategy. Organizational communications needs to be backed by thought, research and values. Without the appropriate amount of planning and insight, communications may contain errors, they may mislead people and may not demonstrate the full range of respect you have for your stakeholders. The Communication Does Not Consider Its Audience Different demographics have unique communication preferences. When you craft communications for particular groups of people, it’s essential that you consider the platforms, ways of speaking and any barriers – tangible or perceived – that will impact how they receive a message. When you don’t consider who is listening, you are more likely to elicit negative reactions or cause undesirable confusion. The Communication is Not Inclusive or Interactive Communications that make assumptions about listeners can fall on unwelcoming ears. Failing to be culturally sensitive and providing teams with enough notice about change can lead to feelings of resentment and, in some scenarios, even an unfortunate public relations circumstance. How to Avoid Communications Missteps Engage Your Team Members & Really Listen Great communication demands dialogue. Two-way communication helps ensure team members and leaders are on the same page and that each party is heard with empathy and understanding. Whether you can implement surveys or speak to your team directly, opening the door to dialogue will only ever positively benefit your organization. Ensure Your Leaders and Team Members Have Access to Communication Training & Resources People are not born great communicators – they are taught to become them. Ongoing communication training that includes fostering active listening, inclusive dialogue and research will elevate what is said and how it is said. Keep Employees Informed but Not Overwhelmed People want to know what is going on, especially if changes or circumstances will directly affect them. Generally, people are accepting of improvements, but that acceptance rate will be influenced by how well-informed they feel. Don’t bombard your team members with every little detail, but keep them in the loop and ask them what they are most interested in knowing. Then, communicate those key pieces in ways that show appreciation for their time, unique lived experiences and platform preferences. Communication Will Support & Sustain the Vitality of Your Organization Building a communication-friendly culture takes time, work and strategy. With that said, the investment will pay short- and long-term dividends that empower your company to reach new heights with unprecedented buy-in. Connect with Learn2 to find out which programs and methods of communication will best align with your organizational needs and the personalities you aim to serve. Together, we will carve out a powerful internal communication strategy that enhances the vibrancy, inclusivity and effectiveness of your business.

An organization with a culture of teamwork in the workplace

How To Build a Culture of Teamwork in the Workplace

A high-performing team could be deemed one of the most important components in the workplace. But more than simply feeling like part of the team, a culture of teamwork in the workplace often creates an environment of improved communication and employee satisfaction. Below is a look at how to build a culture of teamwork in the workplace. What it Means to Have a Culture of Teamwork Building a culture of teamwork means the full workplace environment shares the core belief that all tasks and goals are achieved most effectively as a collaborative group. This means that everything from plans the company makes to primary decision-making processes is driven by a cooperative team mindset. The Importance of Teamwork Culture Improving workplace culture takes a lot of different forms, but a teamwork culture is especially beneficial. A culture of teamwork often leads to several benefits, like: Ways to Build a Culture of Teamwork 1. Foster Trust Among Coworkers Trust is the epitome of a strong team. Not only should team members be able to trust one another and their leaders, but they should also have trust in the overall organization. Fostering trust takes time, and it doesn’t occur without some guiding effort. Team building workshops are a fantastic way to lay a foundation of trust, and they teach team members how to work and build confidence in one another. Building this trust culture is about transparency, empathy, and effective communication at every level. 2. Encourage Collaboration A team that never collaborates lacks the strength that a good team should have to stick together. Therefore, it is the employer’s duty to make sure collaborative projects are the norm within the workplace. Even if this means creating projects that require a joint effort, the result is a strong group of individuals who value one another. 3. Strive For Seamless Communication Across All Departments When everyone within an organization is meant to be part of one team, information should be shared freely among departments. When creating a culture of teamwork, maintain open communication, be transparent with objectives and problems, and encourage openness across all areas. Team leaders should also be team advocates—working to ensure all members have the tools and direction necessary. 4. Build Goal-Sharing Into The Company Culture One thing that can get overlooked is the fact that a team is stronger when they have a common goal. Therefore, be open about corporate goals and clear about all workplace objectives. On the same note, be sure to celebrate accomplishments together. When the team works hard to achieve a goal, make sure everyone is rewarded for their efforts. 5. Celebrate And Utilize Diversity Teams operate as a unit, but they work most effectively when all the unique skill sets each individual brings are used. Celebrate team differences, encourage each member to play a different role, and celebrate differences and their value. Develop a Teamwork Workplace Culture with Help from Learn2 In the end, team building and culture can go hand in hand. Ready to strengthen your culture of teamwork? Connect with Learn2 to find out how to develop a teamwork workplace culture.

How to Build a Next Generation Leadership Team

Your next generation leadership team is seeking the personalized supports they need to become the leaders your organization is in demand of. These high-potential team members are eager to make a difference, and with the right leadership development plan, they will. What are Next Generation Leaders? Next generation leaders are the individuals, within your organization, who can be anywhere from 21 to 38 years of age. They may not have any formal leadership experience just yet, but they demonstrate the qualities of a good leader and have leadership skills that align with your organizational values and goals. These emerging leaders are likely already raising their hands and expressing interest in becoming your next generation of leaders. They are the people who will appreciate and flourish with a strategic leadership development plan. What Our Future Leaders Need to Thrive in a Workplace Next generation leaders may differ from those who are currently in formal leadership roles. These young leaders are looking for particular resources and supports to be at their best. In a workplace, future leaders will need: Flexibility, including hybrid working environments and work/life balance Meaningful feedback in real-time that empowers them to do things as effectively as possible in line with their managers’ expectations Emotional intelligence training, so they can lead with empathy, compassion and effectiveness Working within organizations that are genuinely diverse and inclusive Clarity surrounding expectations and how best to make key decisions Considerations for Identifying and Developing the Next Generation of Leaders When you are trying to discern who may be the next generation of leaders within your company, there are a few key attributes you can look for that may indicate a suitability and eagerness for leadership development. Team members who are effective communicators and active listeners will be great assets to your leadership team. The same goes for those individuals who demonstrate emotional intelligence and empathy towards others. In addition to these key attributes, understanding your team members’ aspirations will be vital for establishing their alignment with your organization’s future. Determine who has not only the ability, but also the desire to become the next generation of leaders who encourage your organization’s sustainability and growth. Once you’ve identified this cohort, actively invest in their potential. Ensure their managers are well-equipped to train them and nurture their desire to do more. Supplement their day-to-day with people management and constructive feedback that is delivered with care. Collaboratively decide on projects that will build upon their strengths and develop new skills they will need to lead in the future. Connect with Learn2 to Develop the Next Generations of Leaders Together, alongside your future leaders and their current mentors, you can create plans that put next-generation leadership capacity into high gear. Reach out to Learn2 and we can help you identify and uplift the next generation of leaders in ways that generate positive benefit for your bottom line and their personal and professional development.

A leader presenting after developing assertive communications skills with Learn2

Developing Assertive Communication Skills

Effective communication is fundamental in procuring personal and professional success. People may shy away from being assertive because they do not want to be perceived as aggressive. However, developing assertive communication skills are imperative when hoping to prioritize clarity and dispel confusion. What is Assertive Communication? Assertive communication is a respectful form of engaging in dialogue, whether in the workplace or amongst peers. It’s a way to very clearly communicate your intentions in ways that build trust and mitigate the opportunity for conflict. Assertive communication, in its forwardness and expressiveness, shows others you have the confidence and competence to believe in yourself – and your message. It also demonstrates respect for others’ time and the ability to grapple with poignant thoughts and feelings. The Benefits of Being Assertive in the Workplace Being assertive is landing somewhere between being passive and aggressive. It’s that sweet spot of communication that builds healthy understanding and relationships. When you are assertive, you: Empower yourself and others to clearly understand your message Enhance communication skills and build trust among peers Persuade others to buy into your positioning Demonstrate job competence and leadership skills Avoid negative feelings associated with being misunderstood or misrepresented How to Develop Assertive Communication Skills Being assertive requires forethought and practice, but it’s worth doing as it can build effective communication, making organizations run more efficiently. The benefits are immense, and the avoidance of assertiveness can lead to a (professional) life that isn’t nearly as seamless or rewarding as it could be. 1. Recognize Your Value And Boundaries When you know what you bring to the table, you will be less likely to speak in a manner that is demonstrative of self-doubt. Self-confidence will empower you to articulate your value and stand your ground when others push up against your healthy boundaries. 2. Speak Your Truth and Clearly State Your Needs When communicating, people cannot read your mind. Even if something seems obvious to you (e.g., that a timeline is unrealistic), if you do not communicate that need, you are setting yourself up to feel resentful. Speak about what you want in a way that is factual, calm and goal-oriented, and you will start to see how others respond in accordance with this increased understanding surrounding what you require to be successful. 3. Don’t Internalize Other People’s Responses If you know you have communicated clearly, fairly and respectfully, you do not have to feel guilty for being assertive. Should someone else react in an unproductive manner to your assertiveness, that does not mean you should resort to passive behaviors. Continue to try to build understanding with that individual, but do not allow their lack of self-confidence to impede your own. Connect With Learn2 To Develop Assertive Communication Skills in Your Organization Whether you are a leader looking to enhance your personal communication style or you would like to build organizational communication capacity, reach out to Learn2. We can help you figure out the best way to develop confidence, empathy and competence.

Change Management and Leadership Development

Change can be a very positive thing for organizations. However, it can also create a sense of unrest amongst team members – especially if change is not managed as well as it could be. Effective change management brings everyone along through the process in ways that honor their unique capacity for processing and handling evolution. What is Change Management? Change management is a step-by-step process that you lead your team members through to increase their satisfaction with the workplace change. Effective change management looks like the following phases: At the outset, ensuring you articulate your goals with your teammates and build understanding around their importance will be essential. The second phase of change management involves providing your employees with the guidance, support, and resources to adopt changes in measured and holistic ways. Finally, the last phase will incorporate best practices for evaluating the adoption rate of new behaviors and processes as well as determining their overall effectiveness. Phase three will also look at how to transfer responsibility and accountability beyond leadership to encourage a broader range of team members to champion sustainable models of change. How Change Management Relates to Leadership Development Within an organization where there are different levels of leadership, there will also be different ways to lead change effectively. For leaders at the topmost level of the organization, effective change management will be about modeling new behaviors and persuasively building consensus around new practices. Leaders who work more closely with frontline representatives will emulate effective change management by working with team members, day in and day out, to ensure clients experience the benefits of change firsthand. This will involve real-time feedback and the implementation of any resources necessary to fill gaps in capacity or consensus. Why Change Management is Important for Leaders Change management goes beyond the logistical responsibilities of transitions, growth and operational evolutions. It refers to the people side of managing change to support the best possible outcomes for your company. The tact with which your changes are implemented will depend on how they are embraced by your team members, so developing your leaders to know how to manage each stage of change appropriately will determine its sustainability and success. How You Can Effect Successful Change As A Leader Leading change management effectively requires understanding your team members and implementing changes in ways that reflect their needs. By communicating effectively, modeling changes consistently, and empowering your team members with information and resources, you will increase the likelihood that your organization can progress without unnecessary delays or human resource issues. Learn How Leadership Development Can Improve Change Management in The Workplace Before you launch major organizational changes, connect with Learn2. Our leadership experts will show you how to integrate change management best practices to lead company shifts in ways that build trust and encourage enthusiastic participation. Reach out to our professional development specialists today, and let’s chat about how we can lead more resource-effective, collaborative and positive change that benefits your entire organizational ecosystem.

Coworkers communicating effectively after learning how to identify conditioned biases in the workplace from Learn2

Identifying Conditioned Biases to Improve Communication

Conditioned biases are unconscious beliefs that shape the ways we interact with the world around us. These types of biases, if left unchecked, can affect our workplaces and our ability to collaborate effectively with our team members. By addressing conditioned biases and dealing with them in ways that honor lived experiences and sensitivities, you can enhance communication, productivity, and team member satisfaction. What is Conditioned Bias? Over time, we are conditioned by the systems within which we operate to believe certain things. Some of these beliefs live on the surface of our minds, and we are readily aware of what they are and the ways they influence our speech and actions. However, there are other ways of thinking that we have internalized so deeply that we likely do not even realize how they sway us to think and do particular things. The latter are conditioned biases. What Causes Conditioned Cognitive Bias? Conditioned or cognitive biases are the results of the ways and where we were raised, the education we have had access to, as well as the professional environments we work in. They tend to be a combination of our emotional responses to things as well as the social and cultural settings we are conditioned by. When these cognitive biases remain unchecked, they will likely not just disappear on their own but begin to shape our realities more deeply. Types of Conditioned Biases and How they Affect Communication Confirmation Bias This type of bias is when you seek to confirm your concerns about the ways an audience is perceiving what you are saying. What this may look like is if you sense your audience to be hostile towards your comments, you will find indicators of this and focus on them until they confirm what you believe. To avoid this tendency, it’s best to go into situations with an open mind and focus on your delivery – rather than trying to home in on particular people’s reactions. Illusion of Transparency This cognitive bias occurs when we allow ourselves to feel like the people we are speaking to can hear our thoughts and readily recognize our internal feelings – especially those of nervousness or embarrassment. To prevent this sensation from overwhelming our ability to perform and communicate more effectively, it can help to request that someone records your speech on video or that you record yourself delivering an upcoming presentation. You will quickly see you look much more prepared and calmer on the outside than you may think. Presumption of Knowledge Just because you know something does not mean your collaborators do as well. By making this assumption, you run the risk of leaving out key points of clarification and creating confusion. Try to always take a step back and consider your subject matter as though it were brand new. Deliver all the necessary information to bring your audiences up to speed and then build on this knowledge towards consensus and understanding. Assumption of Judgement When we assume our listeners are judging us – based on our looks, background, age or what we say – it can cause us to speak defensively and shut down. Prior to communicating, remind yourself that people will not judge you nearly as harshly as you think. Likely, they are just doing their best to appear engaged and deliver on whichever responsibilities they too are required to own. Learn to Improve Communication by Identifying Conditioned Biases in the Workplace Identifying cognitive biases in the workplace can be difficult, which can make dispelling them challenging. This is especially true when you are seeking to do so by solely involving the same people who may accidentally perpetuate these biases. By working with Learn2, an external professional development organization, you will be more readily able to address and dismantle conditioned biases. In turn, organization-wide communications will improve, and so will the confidence and competence of your team members.

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