Equipping Your People to Handle Challenging Times - Gallery view
Hello everyone and WELCOME! :)
Hello from Ontario!
Hello from LA
Hello! We’re so happy you’re here
Cassandra Dal Bello
Hello from Vancouver!
Hello from Kelowna, British Columbia!!
Let us know you’re name, where you are
Hi, Lexy here from Wisconsin!
Hello from Wisconsin! :) My name is Nichole
Jocelin from nyc
Hello - Prescott, AZ
Hi everyone - Praveen from Berkeley. And good to see you again Meredith!
Hello from Springfield, MO
Bridgid from London, UK!
What are you hoping to learn?
Hello from Northern VA!
Tools to relate, validate and then cope
Knowledgeable on how to best support our employees to be resilient.
A new way to build resiliance
how to curb the team frustration
Rosalyn from Chicago. I would like to gain a way to validate them despite of
Helping clients how to navigate this new reality.
Strategies to help people cope
I am hoping to learn how to help my team and strategies for coping with frustration
strategies on how to structure return to work in a positive and secure way once it is safe to do so.
Help my team deal with COVID-19 challenges and management challenges.
Thank you for sharing everyone!
How to develop realistic policies on Working remotely once we do return
It is possible to connect digitally. It often requires more deliberate effort, such as building in chat time into meetings. We tend to be more efficient in remote meetings but that stops us from spending time on the social networking that makes those efficient meetings more effective.
I want to hear more about how to offer support to my staff who are parents of small children
I think balancing working and taking care of children. This seems to be the biggest hurdle for my staff.
What does she mean by "we don't have the escape that we once had?
@totally agree Theresa and Patrick
@Lisa: yes! we shall fill our own cup first
SCORE (by James Rosseau):Self-care (“Put your mask on first” so you can be more helpful to others)Community CareObjectives (Focus on the "Why, What and Who," be flexible with "Where and How")Recognize and Reconcile (It is not normal times, Stop, Start and Continue)Execute (Plan, Do, Review - - - more often than normal)
(By Ken) Three important buckets: 1- priorities: what can be done and delayed 2- permissions : what am i allowed to do? 3- professionalism: role modeling what is expected of me, fold that into a human form of professionalism
@Ken some companies like Facebook have canceled their most recent performance reviews and delayed until later in the year due to COVID.
(model by Scott) Demand control support model: 1- do the best to reduce the demand 2- give people more control (we can't know everything) 3- support : emotion focused or problem focused
@scott we are doing daily video meetings to reach out and see one another
Ken: reframe what relatedness mean! I love that
Meeting Fatigue is a key challenge facing managers and team members today.
(Meredith) Maslow's hierarchy: taking care of fundamental needs and bring it back to people leaders to provide that for themselves and for all people they are leading
I think we have to remember that we are on a stay at home order so connecting with others outside of work is still just a digital practice right now
@yes Rosalyn, its been challenging personally even keeping up with hat
Absolutely Roslyn. I did a virtual Easter dinner with my parents this weekend. IT was the first time my mother has ever used a video conference. She called me the next day saying it felt like I had visited and she had never imagined it could be that fulfilling in this moment.
Thanks for that @ken
Great question Natasha! what is a PTO look like now? any ideas?
We need to set boundaries for work and home space, for work and personal time
Doing things that help you disconnect , relax
Unplugging from EVERYTHING digital @fatima
@Ken that is so beautiful I had the same experience with my grandma :D and she thought my cousins were with me in America haha
@Melissa that is such a great idea
turned off the notifications on my phone this past weekend!
***Giving people permission for self care.
You can't give what you don't have.
PTO - vacation, time off
I think it needs to be more than just permission. Employers should be providing space in the day, tools for staff to practice self care
@Upasna - I agree 100%. Time in the middle of the day to actually practice self-care
Such a great point Upasna.
Hi Nikolay :)
Hi Fatma - happy tuesday. Love the conversation.
@Ken what do you mean we have more resources than the staff? I keep raising my hand but no one responds
@Nikolay thank you for being here. it is always good to know you are around
@Dion great point!
Leaders, especially more senior ones, can order (directly or indirectly) to cover the things that they turn away from.
@Rosalyn the chat is going fast I don't think the speakers saw your question
can you copy and paste it here again?
I think we also need to be careful with information overload and instead ask your staff how they are feelings
@Meridith yes yes yes - get people off autopilot.
It’s not universal, as some leaders will take on other people’s needs to help them (especially HR leaders). But leaders often have higher paychecks and more authority and autonomy.
use that feedback for future planning
@Joe offering to listen to their teammates and help them feel less alone and more supported emotionally. Leaders have a specific role in support but ICs have a lot of informal support contributions. In a remote setting it needs to be a lot more deliberate.
I think leaders showing vulnerability, the stress, frustration and difficult times helps employees express their needs.
Samantha DeVito - cloverleaf for slack
Agree Sara, I think role modelling vulnerability is one if the keys to inclusive leadership
How are companies training leaders and people managers on the skillsets / approaches that are being discussed, other than encouraging people to go to webinars like this?
@Sara yes - and vulnerability of failures or things that are not working is sometimes more helpful to feel connected than what is working.
Yes, Ken, realized this Monday morning how vulnerable I felt and I needed to tone down my availability for that day so I could self soothe more
@ Julia, please feel free to reach out f you want talk about how to support your leaders with skills to go through this time
@Tamara thank you for sharing <3
Any recommendations for surveys or tools that help employees understand their personal work styles and needs?
Ana Del Castillo
Someone sent this question to me: “What is the best way for executive leaders to give bad news (furloughs, lay offs, pay cuts) to staff? When is it appropriate, what are the proper channels to deliver the news, and how does leadership get those who are left to stay engaged? Some Context: my organization's past ee engagement survey shows staff do not trust our executive leaders and that better communication is our biggest challenge/opportunity.”
Peer coaching! i LOVE that Natasha
Awesome Natasha - love this idea!
@Natasha - how many people will you have in each group?
I love peer coaching.... but often find that some (not all 'leaders') transfer or apply these learnings with their teams …. how do you ensure / motivate that this trickles down to every level of your organization?
That is awesome Natasha!
LOVE the manager circles - awesome idea!!
Yes - thank you @Natasha. very refreshing to hear this.
"Try things now while people are open to trying new things" **powerful
Yes! I agree @Kiona
Hi Chasity, Culture amp has collected a bunch of resilience tools for free at this site https://www.culturefirst.com/resilience
we have new workshops at thinkhuman for this time ThinkHuman program: Leading through QuarantineMore info here: https://bit.ly/3cmctYf
@Mirjam To help hold managers accountable for the teaching of peer coaching, we broaden the peer coaching model to our technical leads (the future managers) and taught them the same tools we provide to managers
and here is one on one guide: file:///C:/Users/Fatma/Downloads/AWESOME%20ONE%20ON%20ONES.pdf
Spell that word please @natasha
Fatma, would you be willing to email that? I cannot click on the download link for some reason. firstname.lastname@example.org
YES. Exactly, @Natasha — asking folks to adopt new behaviors without supporting them in those behaviors is a recipe for confusion for both them and their teams.
Fatma - think Zoom disabled sharing attachments? Perhaps a google drive link?
yes let me find that thank you!
Jami, if you can’t give answers then you can focus on process. How will decisions be made? That can give them some clarity and ways to align their expectations with what you are likely to decide.
@rosalyn the word is Mad Lib
Let me know when the madlibs are available, I WILL DOWNLOAD
Here is 1- our guide to One on Ones https://www.dropbox.com/s/qkwfgoe95zbauqr/AWESOME%20ONE%20ON%20ONES.pdf?dl=0
Great point @Sue - glad to know manager circles worked for you in the past
Will this webinar recording be shared?
When addressing bad news a few things would be helpful. 1) make sure there is a way for people to ask questions or respond in a timely fashion. 2) Share a clear process for making any of the hard decisions that will help the people who are hurt by the decision to understand how they ended up in that position. For those who remain it will help them better direct their efforts in a situation where the old rules don’t apply.
@Kristopher Yes, the recording will be shared
2- Leading in Quarantine Thinkhuman Program : https://mcusercontent.com/da544807ab338293d8684a15e/files/5da02508-ebba-4709-89d7-add3e822c695/Leading_in_Quarantine_1_.pdf
Agree Natasha, I am not a fan of virtual HH and don't participate
@Denise - Great question! There are lots of free and low cost resources available. The key is where you set the bar. Chapter of a book, article to read, webinar recordings, TED talks - all of these can be terrific sources of knowledge. We do not have to buy big services to get good learning opportunities.
@Susan McCarthy, I totally hear you on the I/E point. I am an introvert by nature. I have to push myself to get out there and do video with people.
This has been such a valuable webinar. Thanks for your time and insight Natasha, Ken, James, and Scott!
Thank you! Great webinar!
@Ken so beautifully said: acknowledging sadness
Yes - thank you for the honesty and not presenting. This was a much needed conversation.
Brilliant session. So many great takeaways - thank you all.
@Robert you are spot on! yes
@Robert, yes, totally agree with you. This is a apart of what you are doing with Community care and probing as to what people need.
Thank you for being part of this!
Such a good point Natasha!
Let's not forget that we are grieving as humans now, our people our own ways of living, habits , behavior.
In the same respect - many of these people will never have worked from home a day in their lives - maybe 30/40 years - this is a new paradigm for those at the top as well as those at every level of the business.
Jaclyn St John
Motivational and inspirational! Thank you so much!
If I take this down to first principles - using a people first lens and being intentional (vs. on auto pilot) in everything we do is what is really important at this time.
Thank you all so much
Thanks so much!
Thank all of you for joining us!
Thank you all
Y’all are so amazing. Thank you for sharing yourselves with us <3
Thank you all! Such genuine and real conversations!
Thanks to all the panelists, so appreciated, and to ThinkHuman for putting this on!
Thank you all so much!
THANK YOU !!!
very interesting conversation, thanks