Business Etiquette: Relearning How to Thrive in the New Workplace

As the modern workplace continues to evolve, professionals are noticing a surprising need for guidance on something that once seemed straightforward: business etiquette. The pandemic and the rise of remote work have shifted how we connect, communicate, and collaborate. Now, as more employees return to offices and engage in hybrid roles, some are finding that they need a refresher on workplace etiquette to feel fully equipped to succeed.

Problem: Navigating a New Landscape of Workplace Norms

From managing virtual meetings to fostering in-person connections, today’s professional landscape is vastly different from what it was even five years ago. Many employees, especially those who started working during the pandemic, haven’t had the chance to build interpersonal skills in an office setting. They might feel uncertain about seemingly minor but impactful behaviors, like how to initiate conversations with colleagues, dress appropriately, or balance in-office time with remote work.

These challenges can create misunderstandings, reduce team cohesion, and even impact individual performance. Left unaddressed, the erosion of basic etiquette can lead to inefficiencies, miscommunication, and a lack of collaboration—obstacles that affect the individual and the broader team.

Solution: Business Etiquette Classes as an Intervention Strategy

To address these challenges, businesses are turning to business etiquette classes—structured programs designed to reinforce professional norms, build soft skills, and guide employees in building connections. These classes help employees of all levels relearn or fine-tune their workplace etiquette, which is vital in creating a respectful, productive environment.

In these programs, participants can expect to learn essentials like:

1. Communication Nuances – Refining email and meeting etiquette to convey messages with clarity and respect, ensuring productive interactions.

2. Body Language and Personal Presentation – Understanding the impact of nonverbal cues and how to present oneself professionally, whether in-person or on-screen.

3. Effective Collaboration – Learning the essentials of teamwork, such as how to navigate cultural differences and varied communication styles.

4. Conflict Resolution – Addressing and resolving misunderstandings respectfully to maintain a positive workplace environment.

By focusing on etiquette as part of our intervention approach, these classes don’t just teach isolated skills—they help employees work together seamlessly and respectfully. These training sessions bridge gaps between remote and in-office habits, ensuring that employees feel empowered and equipped to contribute their best.

The Impact of Business Etiquette Training on Organizational Culture

Organizations investing in business etiquette classes are reaping the benefits. Enhanced collaboration, greater respect among team members, and a renewed sense of professionalism are just some of the positive outcomes. Employees report feeling more confident and appreciated, and they’re more likely to engage openly and constructively in team settings.

In a world where workplace dynamics are more complex than ever, business etiquette is no longer optional—it’s an essential foundation. For organizations seeking to strengthen their teams and drive excellence, these classes provide a proactive solution, aligning everyone on the same page and creating a cohesive, productive environment.

The clock is ticking. It’s 4th quarter; do you know where your strategic plan is?

In today’s fast-paced, competitive landscape, organizations must operate with clarity, efficiency, and alignment if they want to thrive. Without a well-crafted strategic plan, many businesses face challenges that not only slow growth but also hinder long-term success. Below are three common problems organizations encounter and how a strategic plan can address each one to create a roadmap for sustained success.

1. Lack of Clear Organizational Direction

The Problem: Many organizations struggle with a lack of clear, long-term vision and specific goals. This often leads to confusion about priorities and misalignment across different departments and teams. Employees are left unsure about where to focus their efforts, and the organization as a whole may fail to adapt to changes in the market, missing key opportunities for growth.

The Solution: A strategic plan acts as the guiding compass for the organization, offering a unified vision and measurable objectives that everyone can rally behind. It outlines the specific steps needed to achieve these goals and ensures that all departments are aligned, enabling the organization to be more responsive to market shifts while maintaining focus on its overarching mission.

2. Inefficient Resource Allocation

The Problem: Resources such as budget, time, and personnel are often not being allocated effectively, which leads to wasted effort on low-impact projects. At the same time, critical areas that could drive significant value are underfunded or understaffed, ultimately limiting the organization’s performance and growth.

The Solution: A strategic plan helps evaluate current resource usage and ensures that the most valuable initiatives are prioritized. It enables organizations to optimize their allocation of resources, making sure budget, time, and personnel are invested where they will drive the most impact. By channeling efforts into high-value areas, the organization can maximize its return on investment and improve overall efficiency.

3. Poor Stakeholder Communication and Engagement

The Problem: Internal and external stakeholders—such as employees, customers, and partners—are often not adequately engaged or informed about the organization’s direction. This lack of communication can lead to misalignment, misunderstandings, reduced morale, and weakened partnerships, which in turn harm the organization's ability to achieve its goals.

The Solution: A strategic plan establishes a clear communication framework that ensures stakeholders are consistently informed, engaged, and aligned with the organization’s objectives. By fostering transparent communication and regular updates, the organization can strengthen relationships with both internal teams and external partners, boosting morale and collaboration along the way.

The Importance of a Strategic Plan

Each of these problems—lack of direction, inefficient resource allocation, and poor stakeholder engagement—can severely limit an organization’s ability to grow and succeed. However, with a well-constructed strategic plan in place, organizations can overcome these challenges.

A strategic plan is more than just a document; it’s a living roadmap that guides every decision and action. It brings clarity to the organization’s vision, ensures resources are used effectively, and builds strong communication pathways with stakeholders. By addressing these critical areas, a strategic plan sets the stage for long-term success and helps the organization navigate the complexities of today’s business environment with confidence.

If your organization faces any of these issues, it may be time to develop or refresh your strategic plan. The future of your business depends on it.

Email.

Are you experiencing any of the following challenges within your organization?

• Lack of Clear Direction: Teams are misaligned, priorities are unclear, and it’s tough to adapt to market changes.

• Inefficient Resource Allocation: Budget, time, and personnel are not being used effectively, resulting in wasted efforts and underinvestment in critical areas.

• Poor Stakeholder Engagement: Employees, customers, and partners aren’t adequately informed, leading to miscommunication and weakened relationships.

If any of this sounds familiar, a strategic plan could be the solution. By providing a clear vision, optimizing resources, and improving communication, we can help your organization drive growth and long-term success.

Let’s discuss how a strategic plan can address these challenges and set you on the path to achieving your goals click link below to learn more.

Teaming

The Power of Teaming: Unlocking Excellence Through Development

In today's dynamic workplace, the ability to collaborate effectively within teams is more crucial than ever. Dr. Cara Graham Parker's research highlights the importance of intentional team development to unlock a team's full potential. Teaming, as she defines it, is not just about assembling a group of individuals but about fostering an environment where collaboration, innovation, and high performance are the norms.

The Essence of Teaming

Dr. Parker emphasizes that effective teaming begins with understanding the unique dynamics and needs of each team. Whether forming a new team or enhancing an existing one, it’s essential to recognize that teams evolve through various stages—from forming to performing. Each stage requires tailored interventions to ensure the team is progressing effectively. This approach ensures that teams are not just functioning but thriving.

Key Strategies for Successful Teaming

1. Customized Development Programs: Dr. Parker advocates for customized training programs that address the specific needs of a team. These programs might include workshops on emotional intelligence, conflict resolution, and leadership development, all of which are critical for fostering a positive and productive team environment.

2. Assessment and Feedback: Regular assessments help identify areas where a team excels and where there is room for improvement. Feedback mechanisms are essential in ensuring that teams continue to evolve and improve over time.

3. Cross-Boundary Collaboration: Parker's research also delves into the complexities of cross-boundary teaming, particularly in innovative environments. She suggests that teams working across different functions or disciplines require additional support to bridge gaps in communication and understanding.

4. Leadership's Role: Effective leadership is at the heart of successful teaming. Leaders must be equipped to guide their teams through challenges, celebrate successes, and maintain a focus on continuous improvement.

Transforming Teams Through Strategic Interventions

Organizations that invest in strategic teaming interventions, as outlined by Dr. Parker, see significant improvements in team cohesion, performance, and overall job satisfaction. These interventions are not one-size-fits-all but are tailored to the unique composition and goals of each team, ensuring that every member contributes to and benefits from the team's success.

By adopting a strategic approach to teaming, organizations can create an environment where excellence is not just an aspiration but a reality​

Leadership During Summer: Navigating Employee Time Off with Ease

As the summer sun casts its warm glow, employees eagerly look forward to their much-deserved time off. For leaders, this season presents a unique set of challenges and opportunities. Balancing the well-being of the team with the ongoing demands of the business requires a thoughtful approach. Here are some strategies to navigate leadership during the summer months effectively.

1. Plan Ahead

Proactive planning is key to managing summer absences. Encourage employees to submit their vacation requests well in advance. This allows for better scheduling and helps avoid last-minute disruptions. Consider implementing a vacation calendar where team members can see each other's planned time off, fostering transparency and collaboration in managing workloads.

2. Communicate Clearly

Open communication is the cornerstone of effective leadership, especially during times of increased absenteeism. Ensure that everyone on the team is aware of the vacation policies and procedures. Clearly outline expectations for coverage and workload distribution. Regularly update the team on who will be out of the office and for how long, so everyone can adjust their plans accordingly.

3. Empower Your Team

Empowering employees to take ownership of their responsibilities in the absence of their colleagues is crucial. Encourage cross-training and knowledge sharing to ensure that no single point of failure exists within the team. This not only helps in managing workload during vacations but also promotes a culture of collaboration and continuous learning.

4. Leverage Technology

There are numerous tools available to facilitate remote work and collaboration. Utilize project management software, communication platforms, and cloud-based solutions to keep projects on track, even when team members are out of the office. This ensures continuity and minimizes disruptions to the workflow.

5. Promote Work-Life Balance

Summer vacations are a time for employees to recharge and rejuvenate. As a leader, it's important to respect their time off and avoid unnecessary interruptions. Encourage a healthy work-life balance by setting clear boundaries and leading by example. When employees feel their personal time is valued, they return to work more motivated and productive.

6. Show Appreciation

Acknowledge and appreciate the efforts of your team in managing workloads during the summer. A simple thank you can go a long way in boosting morale and fostering a positive work environment. Consider organizing team-building activities or small celebrations to show your gratitude and keep the team spirit high.

7. Reflect and Adjust

After the summer season, take the time to reflect on what worked well and what could be improved. Gather feedback from your team and make necessary adjustments to your approach. Continuous improvement is the hallmark of effective leadership, and each summer presents an opportunity to learn and grow.

Conclusion

Leadership during the summer requires a delicate balance of planning, communication, and empathy. By anticipating challenges and fostering a supportive work environment, leaders can ensure that both the team and the business thrive during this vibrant season. Remember, a well-rested and appreciated team is the cornerstone of sustained success. So, embrace the summer with a strategic mindset and a commitment to your team's well-being.

Demystifying the Art of Strategic Planning: A Crucial Business Practice

Strategic planning is often hailed as the compass that guides businesses, organizations, and individuals toward success. However, for beginners, the realm of strategic planning can seem like an intricate puzzle waiting to be solved. In this comprehensive guide, we aim to demystify the art of strategic planning, unraveling its complexities and offering a roadmap for those taking their first steps into this crucial business practice.

Understanding the significance of strategic planning is the first key to unlocking its potential. At its core, strategic planning is about setting a clear direction for the future and making informed decisions that align with long-term objectives. Whether you’re a budding entrepreneur, a manager, or an individual looking to plan your personal goals, strategic planning is a crucial business practice that provides the framework for achieving success.

To build a case for having a robust plan, here are the top benefits of having a plan in place!

10 Benefits of a Strategic Plan

Clear Direction: A strategic plan provides a clear roadmap for the organization’s future direction. It outlines the mission, vision, goals, and objectives, ensuring that all stakeholders understand the organization’s purpose and where it is headed in the long term.

Alignment of Resources: With a strategic plan in place, resources such as financial capital, human capital, and time can be allocated more effectively. Decision-making processes become streamlined as initiatives are evaluated based on their alignment with the strategic objectives outlined in the plan.

Enhanced Decision-Making: Strategic planning encourages proactive decision-making by considering long-term implications and potential consequences. It provides a framework for evaluating opportunities and risks, enabling organizations to make informed decisions that support their overall strategic goals.

Improved Performance: Organizations with a strategic plan often experience improved performance and productivity. Clear goals and objectives help to focus efforts and resources, leading to greater efficiency and effectiveness in achieving desired outcomes.

Adaptability and Resilience: Strategic plans incorporate mechanisms for monitoring and adapting to changes in the internal and external environment. This adaptability fosters resilience, allowing organizations to navigate challenges, seize opportunities, and remain competitive in a dynamic business landscape.

Stakeholder Engagement: A well-developed strategic plan facilitates communication and engagement with stakeholders, including employees, customers, investors, and partners. By involving stakeholders in the strategic planning process, organizations can build consensus, foster commitment, and generate support for strategic initiatives.

Innovation and Growth: Strategic planning encourages innovation and growth by identifying new opportunities for expansion, diversification, or differentiation. It provides a framework for exploring emerging trends, technologies, and markets, enabling organizations to stay ahead of the curve and capitalize on future opportunities.

Organizational Learning: The strategic planning process promotes organizational learning and continuous improvement. Through regular reviews and evaluations, organizations can assess the effectiveness of their strategies, identify lessons learned, and make adjustments to enhance future performance.

Risk Management: Strategic plans include risk management strategies to anticipate and mitigate potential threats to the organization’s success. By identifying risks and developing contingency plans, organizations can minimize the impact of adverse events and maintain operational stability.

Long-Term Sustainability: Ultimately, a strategic plan contributes to the long-term sustainability and viability of the organization. By setting ambitious yet achievable goals and taking deliberate actions to pursue them, organizations can position themselves for long-term success and ensure their continued relevance and impact in the marketplace.

Steps of Creating and Implement a Strategic Plan

Embarking on the journey of strategic planning as a business practice involves several essential steps. Begin by defining your mission, vision, and values – the pillars upon which your strategy will rest. These elements serve as the foundation, guiding decision-making and shaping the identity of your venture. With a clear purpose in mind, use a SWOT analysis to identify your Strengths, Weaknesses, Opportunities, and Threats. This introspective process illuminates areas for improvement and avenues for growth.

The next crucial phase involves setting specific, measurable, achievable, relevant, and time-bound (SMART) goals. These goals act as milestones, marking your progress and providing a tangible framework for success. Additionally, prioritize initiatives and allocate resources wisely to ensure the efficient execution of your strategy.

Communication is paramount throughout the strategic planning process. Ensure that your team, stakeholders, or collaborators are aligned with the strategy to foster a collective understanding and commitment to shared goals. Regularly review and adapt your strategy to stay responsive to changing circumstances and seize emerging opportunities. Getting everyone on board with a strategic plan requires effective communication, engagement, and alignment of interests. Here are three ways to achieve this, along with the aspects that stakeholders typically look for in a strategic plan:

Transparent Communication: Communicate the strategic plan transparently to all stakeholders, ensuring that they understand the organization’s vision, goals, and objectives. Use clear and concise language, avoiding jargon or technical terms that may be unfamiliar to some stakeholders. Provide opportunities for questions, feedback, and clarification to ensure that everyone has a comprehensive understanding of the strategic plan and its implications for the organization.

Inclusive Participation: Involve stakeholders in the strategic planning process to foster a sense of ownership and commitment. Seek input from diverse perspectives, including employees, customers, investors, and community members. Encourage active participation through workshops, focus groups, surveys, or town hall meetings where stakeholders can contribute their ideas, concerns, and aspirations. By involving stakeholders in the planning process, you can build consensus, generate buy-in, and increase the likelihood of successful implementation.

Alignment with Individual Goals and Values: Demonstrate how the strategic plan aligns with the individual goals and values of stakeholders. Highlight how achieving the organization’s strategic objectives will contribute to their personal or professional aspirations. Emphasize the shared purpose and values that unite stakeholders with the organization’s mission and vision. Tailor messaging and engagement efforts to resonate with the specific interests, concerns, and motivations of different stakeholder groups, demonstrating how they stand to benefit from the successful execution of the strategic plan.

By breaking down these strategic planning fundamentals, this guide aims to empower you with the confidence to implement this crucial business practice. Remember, strategic planning is not a one-size-fits-all approach – tailor it to suit your unique context, and let it be the compass guiding you toward your desired destination.

Strategy Implementation: A Guide to Writing Vision, Mission, and Goals for Your Team

Overview

In the dynamic landscape of organizational success, the ability of a team to develop and plan its own strategy implementation is paramount. This course equips participants with a comprehensive understanding of the strategic planning process within the context of a team. The learning objectives outlined below guide participants through a journey that encompasses not only the theoretical aspects of strategic planning but also practical steps toward effective strategy implementation and communication.

Acknowledging the Benefits of a Team Having Its Own Strategy

The course begins by emphasizing the advantages of a team having its own strategic plan. It explores how a team-specific strategy aligns members toward a common goal, fostering a sense of unity and shared purpose. Participants delve into case studies and real-world examples to grasp the tangible benefits that emerge when a team takes ownership of its strategic direction. 

Assessing Your Team’s Readiness

Understanding that not all teams are at the same stage of readiness for strategic planning, the course provides a toolkit for participants to assess their team’s readiness. By examining factors such as team dynamics, communication channels, and organizational culture, participants gain insights into the unique challenges and opportunities present within their team, setting the stage for tailored strategic planning.

Garnering Tips to Ensure All Voices Are Heard

Effective strategic planning requires the inclusion of diverse perspectives within the team. The course dedicates a segment to strategies for ensuring that all team members have the opportunity to contribute their insights. It covers techniques for fostering an inclusive environment, facilitating open communication, and leveraging each team member’s strengths to enhance the strategic planning process.

Identifying the Characteristics of an Inspiring Team’s Vision and Mission Statement

A pivotal aspect of any strategic plan is the formulation of a compelling vision and mission statement. Participants learn to identify the key characteristics that make these statements inspiring and aligned with the team’s objectives. Through interactive exercises, they develop the skills to articulate a vision that motivates and a mission that serves as a guiding force for the team.

Setting Goals That Make Sense and Align to Your Organization

The course transitions into the practicalities of goal setting. Participants gain insights into aligning team goals with broader organizational objectives, ensuring synergy and coherence. Through case studies and hands-on activities, they develop proficiency in crafting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that contribute directly to the team’s strategic success.

Considering Next Action Steps: Strategy Implementation and Communication

The final segment of the course focuses on translating strategic plans into actionable steps. Participants explore best practices for strategy implementation, covering aspects such as resource allocation, monitoring progress, and adapting to unforeseen challenges. Communication strategies are emphasized, ensuring that the team is well-informed and engaged throughout the execution phase.

In conclusion, this webinar provides a holistic and practical approach to team-based strategic planning. By addressing the outlined learning objectives, participants gain the knowledge and skills necessary to lead their teams toward a future defined by purpose, collaboration, and achievement.

Embrace the Springtime: Warm Up Your Leadership Skills

As the cold grip of winter begins to loosen its hold, nature awakens from its slumber, bursting forth with the vibrant colors and fragrant scents of spring. In much the same way, spring serves as a reminder for us to breathe new life into our endeavors, including our leadership skills. Just as the world around us undergoes a transformation, so too can we revitalize our approach to leadership, nurturing growth and fostering positive change within ourselves and our teams.

1. Embrace Renewal and Growth: Spring is synonymous with renewal and growth. It's a time to shed the old and embrace the new. As leaders, we should take this opportunity to reflect on our past experiences, both successes and failures, and use them as stepping stones for growth. Just as plants emerge from the ground, reaching towards the sun, we too can reach for new heights in our leadership journey.

2. Cultivate a Positive Environment: Much like the blooming flowers and chirping birds of spring, a positive work environment can uplift and inspire. As leaders, it's our responsibility to cultivate such an environment within our teams. Encourage open communication, celebrate achievements, and provide support and encouragement where needed. By fostering positivity, we create a fertile ground for innovation and collaboration to flourish.

3. Nurture Your Team: Just as a gardener tends to their plants, nurturing them with care and attention, leaders must nurture their teams. Take the time to understand the strengths and weaknesses of each team member and provide them with the support and guidance they need to thrive. Empower them to take on new challenges and grow professionally. Remember, a successful leader is one who lifts others up along the way.

4. Embrace Adaptability: Spring is a season of change, with weather patterns shifting and landscapes transforming. Similarly, effective leadership requires adaptability in the face of uncertainty. Learn to embrace change and pivot when necessary. Be willing to listen to feedback, adjust your approach, and lead with flexibility and resilience.

5. Lead with Empathy: As the world awakens from its winter slumber, it's important to remember the power of empathy in leadership. Take the time to truly understand the perspectives and feelings of those you lead. Show compassion and understanding, especially during times of uncertainty or challenge. By leading with empathy, you not only foster stronger connections within your team but also inspire loyalty and trust.

6. Encourage Continuous Learning: Just as nature constantly evolves and grows, so too should our leadership skills. Make a commitment to lifelong learning and personal development. Whether it's through workshops, seminars, or simply reading books on leadership, seek out opportunities to expand your knowledge and hone your skills. By continuously learning and evolving, you'll stay ahead of the curve and inspire others to do the same.

In conclusion, spring serves as a powerful reminder of the transformative power of renewal and growth. As leaders, let us use this season as an opportunity to warm up our leadership skills, nurturing growth, fostering positivity, and leading with empathy and adaptability. By embracing the spirit of spring, we can cultivate thriving teams and lead with purpose and passion.

Celebrating Women in Leadership for Women's History Month: Honoring the Trailblazers and Inspiring Change

March is not just another month; it's a time to commemorate the resilience, achievements, and pivotal contributions of women throughout history. Women's History Month serves as a poignant reminder of the indomitable spirit of those who dared to challenge norms, break barriers, and lead with unwavering determination. In this celebration of Women in Leadership, we pay homage to the trailblazers who have paved the way and ignite inspiration for the ongoing journey towards gender equality in leadership roles.

Pioneering Women: Shaping History with Courage and Vision

From ancient times to the modern era, women have played integral roles in shaping the course of history. Think of Queen Hatshepsut of ancient Egypt, who defied conventions to become one of the most successful pharaohs, or Joan of Arc, whose fearless leadership in the Hundred Years' War led to significant victories for France. These pioneering women defied societal expectations, proving that leadership knows no gender boundaries.

Fast forward to the suffragette movement, where figures like Susan B. Anthony and Elizabeth Cady Stanton fought tirelessly for women's right to vote in the United States. Their relentless advocacy paved the way for the ratification of the 19th Amendment, a monumental victory that marked a significant milestone in the journey towards gender equality.

Breaking Barriers: Women Leaders in Modern Times

In the contemporary landscape, women continue to shatter glass ceilings and redefine leadership norms across various sectors. In politics, leaders like Kamala Harris, the first female Vice President of the United States, and Angela Merkel, the first female Chancellor of Germany, have become symbols of progress and possibility. Their ascension to the highest echelons of power serves as a beacon of hope for future generations of women leaders.

Similarly, in business, women like Oprah Winfrey and Sheryl Sandberg have blazed trails, proving that success knows no gender. Through their innovative thinking, resilience, and unwavering determination, they have inspired millions to pursue their dreams and challenge the status quo.

Empowering Change: The Path Forward for Women in Leadership

While we celebrate the achievements of women in leadership, we must also acknowledge the persistent barriers and inequalities that continue to hinder progress. The gender pay gap, lack of representation in leadership positions, and systemic biases are just a few of the challenges that women face in their pursuit of leadership roles.

To drive meaningful change, we must work collectively to dismantle these barriers and create more inclusive environments where women can thrive. Mentorship programs, leadership development initiatives, and policies promoting gender diversity are essential steps towards achieving gender parity in leadership roles.

Moreover, it is imperative to recognize the intersectionality of gender with other aspects of identity, such as race, ethnicity, sexuality, and socioeconomic status. By amplifying the voices and experiences of women from diverse backgrounds, we can ensure that our efforts towards gender equality are inclusive and equitable.

As we celebrate Women's History Month and honor the trailblazers who have paved the way, let us recommit ourselves to the ongoing journey towards gender equality in leadership. By championing diversity, fostering inclusivity, and empowering women to lead with courage and conviction, we can create a future where leadership knows no bounds. Together, let us celebrate the remarkable achievements of women in leadership and continue to inspire change for generations to come.

Navigating the Decision-Making Quagmire: Leadership Challenges Amidst a Sea of Opinions

In the dynamic landscape of business leadership, decision-making stands as the linchpin that shapes the trajectory of an organization. However, the journey is fraught with challenges, particularly when faced with a deluge of opinions from various stakeholders. This blog explores the complexities of decision-making in business leadership, shedding light on the difficulties posed by diverse perspectives and providing strategies for steering through these turbulent waters.

The Weight of Corporate Decision-Making:

Leadership decisions in the corporate realm are often multifaceted, requiring consideration of financial implications, strategic goals, and the well-being of the organization and its stakeholders. In this intricate dance of responsibilities, the influx of diverse opinions can add layers of complexity, making the decision-making process more challenging.

The Paradox of Expertise:

Business leaders are surrounded by a tapestry of expertise within their teams and across departments. While this wealth of knowledge is an asset, the paradox arises when conflicting opinions emerge. Navigating through the maze of expertise, each advocating for a different path, can be overwhelming, leading to decision paralysis.

Balancing Stakeholder Interests:

In business leadership, decisions rarely impact a singular entity. The interests of various stakeholders, including employees, investors, customers, and the broader community, must be carefully balanced. The challenge lies in aligning decisions with the organization's values while satisfying the divergent needs of these stakeholders.

The Influence of Company Culture:

Company culture plays a pivotal role in decision-making. The prevailing culture can either foster open dialogue and diverse perspectives or create an environment where dissenting opinions are stifled. Striking a balance between encouraging constructive dissent and maintaining a cohesive team dynamic is a delicate task for leaders.

Decision Fatigue at the Helm:

Business leaders often find themselves inundated with a barrage of decisions, big and small. The cumulative effect of these choices, combined with the need to navigate a sea of opinions, can lead to decision fatigue. Recognizing when decision fatigue sets in is crucial for leaders to maintain peak performance and make effective, informed choices.

Strategies for Leadership in the Face of Opinions:

1. Clarity of Vision and Values:

Establishing a clear vision and organizational values provides a foundational framework for decision-making. Leaders can use these as guiding principles to filter through opinions and align choices with the company's overarching goals.

2. Create a Culture of Open Communication:

Fostering an environment where diverse opinions are welcomed encourages constructive dialogue. Leaders should actively seek input from team members and create platforms for open communication, ensuring that a variety of perspectives are considered.

3. Data-Driven Decision-Making:

Incorporating data into the decision-making process helps mitigate subjective biases. Leaders can leverage analytics and relevant metrics to make informed choices, reducing the reliance on personal opinions.

4. Effective Delegation:

Delegating decision-making responsibilities empowers team members and distributes the cognitive load. Leaders can build a team of experts in various domains, allowing for more informed and collaborative decision-making.

5. Adaptive Leadership:

Embracing adaptive leadership involves being flexible and responsive to changing circumstances. Leaders must be willing to adjust their course based on new information and evolving situations, demonstrating resilience in the face of uncertainty.

In the world of business leadership, decision-making is both an art and a science. The challenge intensifies when leaders must navigate through a multitude of opinions. By fostering a culture of open communication, relying on data-driven insights, and embracing adaptability, leaders can navigate the complexities of decision-making with grace. While the path may be arduous, the ability to make sound decisions amidst a sea of opinions is a hallmark of effective leadership, steering organizations toward success and resilience in an ever-evolving business landscape.

Nurturing Success: The Power of Workforce Development

In the rapidly evolving global landscape, the significance of a skilled and adaptable workforce cannot be overstated. Workforce development stands as a pivotal factor in driving economic growth, innovation, and overall societal progress. As industries and technologies continue to advance, the need to invest in workforce development becomes more critical than ever. In this blog, we'll delve into the concept of workforce development, explore its benefits, and highlight strategies for fostering a skilled and resilient workforce.

Understanding Workforce Development

Workforce development refers to the process of enhancing the skills, knowledge, and abilities of a labor force to meet the demands of current and future job markets. It encompasses various approaches, from formal education and vocational training to on-the-job learning and professional development. The overarching goal of workforce development is to equip individuals with the tools they need to succeed in their careers while simultaneously addressing the evolving needs of industries and economies.

Five Benefits of Workforce Development

1.     Economic Growth: A well-trained workforce is a driving force behind economic prosperity. As employees acquire new skills and expertise, they become more productive and innovative, directly contributing to increased productivity and economic growth.

2.     Innovation: In a rapidly changing world, innovation is essential for businesses to remain competitive. A skilled workforce is more capable of adapting to emerging technologies, exploring novel solutions, and driving forward groundbreaking ideas.

3.     Reduced Unemployment: Effective workforce development initiatives reduce unemployment rates by equipping individuals with relevant skills that align with job market demands. This, in turn, leads to increased employability and reduces dependency on government assistance.

4.     Higher Wages: With enhanced skills, employees become more valuable assets to their employers, leading to potential wage increases. This not only improves individual financial well-being but also contributes to a higher standard of living within communities.

5.     Social Mobility: Workforce development can act as a catalyst for social mobility, allowing individuals from diverse backgrounds to access better job opportunities and improve their quality of life.

Five Strategies for Successful Workforce Development

1.     Collaborative Partnerships: Effective workforce development often requires collaboration between educational institutions, businesses, government agencies, and non-profit organizations. Partnerships can lead to more relevant training programs and a better understanding of industry needs.

2.     Lifelong Learning with a Growth Mindset: Encouraging a culture of continuous learning is crucial. Employers can support their employees' professional growth through workshops, webinars, and courses. Individuals can also take the initiative to upskill and reskill independently.

3.     Apprenticeships and Internships: Practical experience is invaluable. Apprenticeships and internships provide hands-on training, allowing individuals to gain real-world skills while making meaningful contributions to their chosen fields.

4.     Digital Literacy: In today's digital age, digital literacy is non-negotiable. Workforce development initiatives should focus on equipping individuals with essential digital skills to navigate technology-driven workplaces.

5.     Flexible Education Models: Recognizing that traditional education might not suit everyone, flexible learning models, such as online courses and micro-credentials, can cater to diverse learning styles and schedules.

Conclusion

In a world where change is constant, workforce development serves as a beacon of hope for individuals seeking meaningful employment and businesses striving for sustainable growth. By investing in education, training, and professional development, societies can empower their workforce to tackle new challenges, drive innovation, and thrive in an ever-evolving landscape. As we move forward, embracing workforce development is not just an option; it's a necessity for shaping a prosperous and progressive future.

Mastering Effective Communications: Unlocking Leadership Potential

Effective communication is the cornerstone of successful leadership. Leaders who possess exceptional communication skills have the power to inspire, influence, and guide their teams towards achieving extraordinary results. In recognition of Effective Communications Month, we delve into the significance of effective communication in leadership and explore key strategies that can help leaders enhance their communication abilities to drive organizational success.

The Power of Effective Communication in Leadership: Effective communication forms the bedrock of strong leadership for several reasons. Here's why it is crucial:

1.     Inspiring and Motivating: Effective leaders inspire and motivate their teams through clear and compelling communication. By conveying a compelling vision, articulating goals, and recognizing individual contributions, leaders can foster a sense of purpose and enthusiasm among their team members.

2.     Building Trust and Credibility: Trust is the foundation of any successful team. Leaders who communicate openly, honestly, and transparently build trust and credibility. When team members feel confident in their leader's communication, they are more likely to collaborate, take risks, and share their ideas openly.

3.     Resolving Conflicts: Conflict is inevitable in any workplace, but effective leaders excel in managing and resolving conflicts through their communication skills. By actively listening, seeking to understand different perspectives, and facilitating open dialogue, leaders can address conflicts promptly and amicably.

4.     Effective Decision-Making: Strong communication skills are vital for making informed and timely decisions. Leaders who can clearly articulate their expectations, gather relevant information, and engage in thoughtful discussions are more likely to arrive at well-informed decisions that benefit the entire organization.

5.     Influencing and Persuading: Leaders often need to influence and persuade stakeholders, including employees, clients, and partners. Effective communication enables leaders to convey their ideas persuasively, build consensus, and gain support for their initiatives.

Enhancing Leadership Communication Skills: Now that we understand the importance of effective communication in leadership, let's explore some strategies to enhance these skills:

1.     Active Listening: Leaders should practice active listening by focusing their attention on the speaker, asking clarifying questions, and summarizing key points. This demonstrates respect, fosters empathy, and allows leaders to understand their team members' perspectives fully.

2.     Clarity and Conciseness: Clear and concise communication ensures that messages are easily understood and reduces the risk of misinterpretation. Leaders should use simple language, avoid jargon, and structure their messages in a logical manner to convey their ideas effectively.

3.     Nonverbal Communication: Nonverbal cues such as facial expressions, body language, and tone of voice can significantly impact how messages are received. Leaders should be aware of their nonverbal communication and ensure that it aligns with their intended message.

4.     Feedback and Recognition: Providing constructive feedback and recognizing achievements are crucial aspects of effective communication. Leaders should offer feedback promptly, focusing on specific behaviors and providing actionable suggestions. Similarly, recognizing and appreciating team members' efforts reinforces positive behavior and fosters a culture of trust and collaboration.

5.     Embracing Technology: In today's digital age, leaders must leverage various communication technologies to connect with their teams effectively. Virtual meetings, instant messaging platforms, and project management tools can streamline communication and promote collaboration, especially in remote or dispersed teams.

Effective communication lies at the heart of exceptional leadership. By mastering the art of communication, leaders can inspire, motivate, and guide their teams to achieve extraordinary results. Developing strong communication skills requires continuous effort and practice, but the rewards are immense—a cohesive and engaged team, improved decision-making, and ultimately, organizational success. So, let Effective Communications Month serve as a reminder for leaders to invest in enhancing their communication abilities and unleash their full leadership potential.

In Honor of Memorial Day

Dear God,

We thank you for the freedom you have given to us, and for the price that was paid by Christ so that we could live free.

We thank you for the brave men and women who have fought, and continue to fight, so courageously for our nation. We ask for your covering and blessing over them and their families. We pray that you would be gracious and encircle them with your peace.

Please be with all those who wear the uniform, who serve our communities and nation every single day. We ask that you provide your protection, that you would be their guiding force who leads the way, and their rear guard who keeps them safe from behind. We ask that you would draw them to yourself amidst the dangers they face in a dark world, for you are the Truth, you are the Way, you are the Light.

We pray for your great favor and goodness to be evident in their lives.

In Jesus’ Name we pray, Amen.

Adapted from Debbie McDaniel. iBelieve.com, Crosswalk.com

Small Business Month

Small businesses are the backbone of the economy. They are the engines of job creation and innovation, and they play a vital role in local communities. However, running a successful small business requires more than just a good idea or product. It requires effective leadership.

Effective leadership is critical for small businesses because it sets the tone and direction for the organization. A strong leader can inspire and motivate employees, create a culture of innovation and collaboration, and navigate the challenges that inevitably arise in the course of running a business.

Here are some tips for small business leaders:

1.     Lead by example: As a small business leader, you set the tone for your organization. If you want your employees to be punctual, respectful, and hardworking, you need to model those behaviors yourself. Your employees will take their cues from you, so make sure you are setting a good example.

2.     Communicate clearly: Effective communication is essential for any business, but it is especially important for small businesses. When you are working with a small team, every person's contribution is critical, so it is important that everyone is on the same page. Make sure your employees understand your goals and expectations, and be sure to provide feedback regularly.

3.     Empower your employees: Your employees are your most valuable asset. They are the ones who interact with your customers, produce your products, and provide your services. To get the most out of your employees, you need to empower them. Give them the resources they need to succeed, and trust them to make decisions and take ownership of their work.

4.     Be adaptable: Running a small business is unpredictable. There will be unexpected challenges and opportunities that arise, and you need to be prepared to adapt to them. A good leader is flexible and can adjust their strategy as needed to meet changing circumstances.

5.     Take care of yourself: As a small business leader, you may feel like you need to be available 24/7. However, if you don't take care of yourself, you won't be able to take care of your business. Make sure you are taking breaks, getting enough sleep, and practicing self-care.

In conclusion, effective leadership is critical for the success of small businesses. By leading by example, communicating clearly, empowering your employees, being adaptable, and taking care of yourself, you can create a culture of success and help your business thrive. Remember, you are not just a boss – you are a leader, and your actions can inspire and motivate your team to achieve great things.

Decrease Stress; Increase Leadership

Stress is an inevitable part of being a leader. From managing teams to making tough decisions, the responsibilities that come with leadership can be overwhelming. In this blog, we will explore the causes and effects of stress in leadership and provide tips on how to manage it effectively.

Causes of stress in leadership

Leadership stress can stem from a variety of sources. Some common causes of stress in leadership include:

1.     Workload: Leaders often have a lot on their plates, from managing their teams to completing their own tasks. The sheer amount of work can be overwhelming, especially when deadlines are tight.

2.     Pressure to perform: Leaders are expected to deliver results and meet expectations. This pressure can be intense, especially when failure is not an option.

3.     Uncertainty: Leaders often have to make decisions with incomplete information, which can be stressful. Additionally, changes in the business environment, such as shifts in the market or unexpected events, can add to this uncertainty.

4.     People management: Managing people is one of the most challenging aspects of leadership. Leaders have to deal with conflicts, motivate their team, and make tough decisions that can impact people's careers and lives.

Effects of stress in leadership

Stress can have a range of negative effects on leaders. Two common effects of stress in leadership include:

1.     Burnout: Leaders who experience chronic stress are at risk of burnout, which can lead to exhaustion, cynicism, and a decreased sense of accomplishment.

2.     Decreased productivity: When leaders are stressed, they may struggle to focus, prioritize tasks, and make decisions, which can lead to decreased productivity.

But there’s hope!

Managing stress is essential for effective leadership. Here are some tips for managing stress:

1.     Identify the Source: Identify the source of your stress and address it directly. If you are feeling overwhelmed, consider delegating tasks or reducing your workload.

2.     Time Management: Leaders can reduce stress by managing their time effectively. This may involve delegating tasks, setting realistic deadlines, and prioritizing workload.

3.     Set Boundaries: Set clear boundaries between work and personal life. Make time for hobbies and activities outside of work.

4.     Practice Self-Care: Take care of yourself by getting enough sleep, exercising regularly, and eating a healthy diet.

5.     Develop a Support System: Surround yourself with supportive colleagues, friends, and family members. Lean on them for support when you need it.

No job is stress free; in fact, stress can help keep us focused.  However, this is a case of too much of a good thing.  Look for ways to decrease your stress and increase your leadership!

Women in Leadership

Breaking Barriers and Empowering Others

Women have come a long way in terms of representation in leadership positions, but there is still a lot of progress to be made. The gender gap in leadership remains a significant challenge, and women continue to face unique obstacles in their journey towards leadership roles. However, with more and more women breaking barriers and taking on leadership roles, the world is slowly changing for the better.

The Benefits of Women in Leadership
Having more women in leadership positions is beneficial not only for women but for everyone. Here are just a few of the benefits of having women in leadership:

• Diverse perspectives: Women bring unique perspectives and experiences to leadership positions, which can lead to more innovative solutions and better decision-making.

• Increased empathy: Women are often more empathetic and collaborative than men, which can lead to more inclusive and supportive work environments.

• Role models: When women see other women in leadership positions, they are more likely to aspire to those positions themselves.

• Better performance: Studies have shown that companies with more women in leadership positions tend to perform better financially.

Challenges for Women in Leadership
Despite the benefits of having women in leadership, women still face significant challenges when it comes to breaking into leadership roles. Here are some of the obstacles that women in leadership commonly face:

• Stereotypes and bias: Women often face stereotypes and bias when it comes to leadership positions, with many people believing that women are not as capable or competent as men.

• Lack of representation: Women are still significantly underrepresented in leadership positions, which can make it difficult for them to find role models or mentors who can help them navigate the path to leadership.

• Double standards: Women are often held to different standards than men in leadership positions, with many people expecting women to be more nurturing and empathetic than men.

• Work-life balance: Women are more likely than men to have caregiving responsibilities, which can make it difficult for them to balance their personal and professional lives.

Breaking Barriers and Empowering Others
Despite the challenges that women in leadership face, many women have successfully broken through the barriers and are paving the way for others to follow. Here are just a few examples of women who have made significant contributions to leadership:

• Kamala Harris: Kamala Harris made history as the first woman, the first Black woman, and the first South Asian woman to be elected Vice President of the United States.

• Jacinda Ardern: Jacinda Ardern, the Prime Minister of New Zealand, has been praised for her compassionate leadership style and her handling of the COVID-19 pandemic.

• Mary Barra: Mary Barra is the CEO of General Motors and the first woman to lead a major global automaker.

• Ginni Rometty: Ginni Rometty is the former CEO of IBM and the first woman to lead the company.

These women, and many others like them, serve as role models for women who aspire to leadership roles. By breaking through the barriers and succeeding in leadership positions, they are helping to create a world where gender is no longer a barrier to success.

Empowering women to pursue leadership roles is also important, and this can be done through mentorship, networking, and creating more opportunities for women to take on leadership roles. By supporting and encouraging women to pursue their goals, we can create a more equitable and inclusive world where everyone has the opportunity to succeed.

Women in leadership positions are breaking barriers, shattering stereotypes, and paving the way for others to follow. While there is still a long way to go in terms of achieving gender equality in leadership, the progress that has been made is encouraging. By continuing to support and empower women in leadership, we can create a world where everyone has the opportunity to succeed, regardless of their gender.

(ChatGPT, personal communication, March 9, 2023)

Heavy on Opinions, but can’t make a Decision?

Do you feel like you have lots of opinions on a topic, but struggle with making the actual decision?  I know I do sometimes.  Let’s explore further.

The real issue is often we are crippled by the fear we are making the wrong decision, so we get myriad down in the “what if” game. That’s where the opinions come in. That’s where it’s easy to talk and talk about a topic - all the while procrastinating on making the decision under the facade of “solving it.”  Furthermore, during this period of talking, we’re really building a case of why we can’t make the decision – which is building up more fear!  See the issue here? - It’s a cyclical downward spiral.

Here are two ways to help rid ourselves of this faulty logic:

1.    Don’t allow flawed assumptions masquerading as facts to cause you to be paralyzed. Distinguish between reality and fiction in your decision options. Rationally question what rules are governing the decision and be critical of the habits you’ve formed that rule your decision behavior. 

2.    Break out of your comfort zone.  Don’t let those “facts” stop you.  Don’t let fear consume you. Instead look at decisions through the lens of possibilities.  This simple change in mindset gets us focused on positivity - not what could go wrong (negativity). And in reality, there are very few decisions which can’t be reversed.  

My challenge for all of us (me included) is less talking and more action in decision making! 

BEYOND THANKSGIVING DAY: REASONS TO CONTINUE GIVING THANKS

The Holiday of Thanksgiving is often used as a reminder to appreciate the many blessings bestowed on us. But feeling grateful is important year-round, even after the last scraps of leftover turkey disappears. Finding reasons to be grateful are even crucial in the workplace. Working takes effort, attention, and sometimes results in stress - like the stress of trying to buy that last minute pumpkin pie and making sure the turkey is cooked just right! It may be challenging to feel grateful at work where we are constantly comparing our work performance, relationships, benefits and our efforts to others. Having an attitude of gratitude requires looking deeper into your work activities to recognize experiences that will help you in the long run and seeing the people that make your day feel worthwhile.

Having an attitude of gratitude in your life, particularly at work, can make a huge impact. Here’s why:

You will recognize goodness in yourself. Take time to notice what attributes of yourself allow you to succeed. These are reasons for having pride and gratefulness!

You will recognize goodness in others. Don’t let your coworkers' kind actions and efforts go unnoticed. Taking time to appreciate and expressing your appreciation can allow for team bonding and relationship growth.

You will feel inspired to give back. By knowing what you appreciate and focusing on the good, you may find motivation to do your job well and even prompt additional giving to help your team succeed.

Others will probably notice. People notice when their coworkers are motivated, positive and ready to give and receive assistance. Hint: People want colleagues with these qualities on their team.

Others may follow your lead. This may allow for an open and generous culture, one that is enjoyable to work in.

You will increase your feelings of self-worth. Having a positive attitude, showing appreciation to others and excelling in areas that matter to you will improve your feelings towards yourself.

While the holiday of Thanksgiving reminds us to be thankful, let’s not forget that gratefulness can be felt all year round.

References:
Asokan, A. (2022). Gratitude – Moral memory of mankind! Journal of Indian Society of Pedodontics and Preventive Dentistry. 40(1), https://www.jisppd.com/article.asp?issn=0970-4388;year=2022;volume=40;issue=1;spage=1;epage=2;aulast=Asokan

Smith, J. A. (2013). Five Ways to Cultivate Gratitude at Work. Greater Good. http://imsacape.christians.co.za/wp-content/uploads/sites/8/2019/08/Five-Ways-to-Cultivate-Gratitude-at-Work.pdf

Haunted by Wicked Problems?

While work life rarely involves ghosts, vampires, or walking skeletons, it is not always without suspense. On occasion, you will be confronted with a frightening adversary that may make you want to run and hide. By following the below steps for wicked problem solving, you may find that there is nothing to be afraid of. 

Step 1: Correctly assess and identify the problem or opportunity. Is it a trick or a treat? How prevalent is the issue? Where is it occurring? Why is it a problem? Set the scene and know the context of your problem. 

Step 2: Determine who your stakeholders are. Who are the people or organizations who have an interest in what you do and have the power to influence the outcome? Are they Casper the friendly ghost (friends) or ghouls (foes)?  What are their interests and are you able to pinpoint their concerns? Remember, lacking clear, meaningful communication with critical persons only strengthens the force of your opposition. 

Step 3: Identify possibilities. This involves teamwork. Horror movie plots always separate main characters because Hollywood knows that people are not at their full capacity when alone. In your brainstorming efforts, include qualified, experienced group members who have knowledge of the topic or problem, are from various backgrounds, and are without dynamic issues. Seek solutions by framing issues positively, using effective brainstorming techniques, being open minded and creative, suspending judgment, and by having fun.

Step 4: Discover solutions. Settle on the solutions with the most potential, that best meets interests, and overcomes concerns.

Step 5: Test your solutions. Decide on a way to test the success of your actions. You can use peer reviews, focus groups, supervisor feedback or customer feedback to collect this data. 

No reason to be haunted by your next challenge.  The next time that you are confronted with an obstacle that seems horrifying, remember how to do wicked problem solving. 

From Romance to the Workplace. Wait – What?

You may have heard of the five love languages in the context of romantic relationships made popular by Gary Chapman. There are numerous quizzes available online that will evaluate your love language preferences for the sake of strengthening romantic connections. But you may not have realized that these communication tools apply to situations outside the realm of “romantic love.” After all, it isn't only our significant others who need to be appreciated!

Steven Covey, author of “The 7 Habits of Highly Effective People” goes as far as to say, “Next to physical survival, the greatest need of a human being is psychological survival, to be understood, to be affirmed, to be validated, to be appreciated.” 

Keep in mind that there is a difference between recognition and appreciation. In other words, there is a difference between recognizing someone’s performance and appreciating the value of that individual. The difference between the two may seem subtle, but it is significant. People do not want only their actions to be valued--after all, if they could do it, probably someone else can as well. People need to be reminded that they, themselves, are valuable to their workforce. 

 The 5 languages of appreciation are:

1.  Words of affirmation. Verbally expressing positive characteristics that you notice. In the workplace, this can look like praising your co-workers accomplishments, affirmation for their character, or affirming their personality.

2. Quality time. Giving your undivided attention. You can enact this in the workplace by participating in and initiating quality conversations, sharing experiences, working in close physical proximity to accomplish a project, and having small group dialogues.

3. Acts of service. Giving cheerful and willing assistance on a task or project. 

4. Tangible gifts. Giving tangible rewards or gifts. These can be as simple as gift cards or time off. Of course, the best gifts are ones that are valuable to the receiver and were thoughtfully given.

5. Physical touch. Giving physical touch may sound out of place in the place, however, there are ways that physical touch can be appropriately used. When they are performed with care and consideration, physical touch can result in the building of trust and connectedness, and feelings of affirmation and care. Sometimes this can show up as a handshake, pat on the back, high five, or elbow bump.  But use care!  In this workplace, this one must be handled appropriately.

Ask yourself, which form, or expression resonates with you the most?  Have you communicated this to your manager?  And for managers, not all appreciation is created equal; identify the best one for each of your employees.

 CPC can help you how best to motivate and show genuine appreciation.  Contact us at info@cparkerconsulting.com to schedule a consulting session.

Gain Strength Under Stress

We’ve all heard the phrase, “what doesn’t kill you makes you stronger.”  I’ve recently led a social media campaign on being successful in the hybrid work environment.  One of the key points is to be flexible & agile when stress arrives.  But what does that really mean? 

What I’m talking about is using your existing strengths and knowledge to help create a culture of organizational agility.  In other words, leverage your leadership strengths and what you know about the organization to enhance organizational performance through innovative solutions to problems, proactively meet the needs of the organization and your team, and support staff and the organization through changes. 

That’s a mouthful; so boiled down it means - when you leverage your strengths and knowledge in these ways, you ultimately contribute to organizational agility.

So where do you begin?

First – leaders who contribute to organizational agility know how the organization works, get things done formally and informally, and effectively maneuver through complex situations. 

Secondly - let’s get practical.  To practice agility, follow our 12 tips adopted from McKinsey and Company.

1.     Keep up to date on what is happening across the organization. 

2.     Use your organization’s analytical tools to assess problems and potential solutions. 

3.     Consider organizational culture and norms of behavior when making decisions. 

4.     Communicate to others that ambiguity is a normal part of doing business. 

5.     Demonstrate a willingness to embrace new ideas, processes, and technology.

6.     Stay focused and encourage others to stay focused during times of uncertainty or change. 

7.     Coach others to be flexible and adaptable in various situations.

8.     Relate problems to strategic objectives to identify opportunities for solutions. 

9.     Identify appropriate tools, resources, and expertise across the organization to help develop solutions for problems. 

10.   Create and reinforce a culture of being proactive and innovative.

11.   Take concrete action to achieve the organization’s vision. 

12.   Form and maintain positive relationships. 

 In summary, when you demonstrate the Organizational Agility competency, organizational performance is enhanced through innovative solutions to problems.   

Be strong by being agile; it might hurt, but it won’t kill you!

For more ways to embrace an agile competency, please contact us at: info@cparkerconsulting.com.

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