Balancing or blending? How do you create a work-life relationship? Holidays may not be the best time to check in with work-life balance, but then again, maybe they are the perfect time. Holidays stretch our balancing act more than most other times during the year. Gifting, gathering, hosting, wrapping, snacking, baking, cooking, shopping, traveling, and church going fill up the calendar leaving little time for work. And yet, work still must be done.
The holidays end and you are so exhausted that you need another holiday, or at least a couple days off just to recoup. You have fallen behind at work and the boss has asked about some upcoming deadlines.
With job openings up, recruiting and hiring qualified individuals with the “right fit” has become more challenging. If you’re looking for solutions to your hiring needs, consider the great value disabled employees bring.
According to the August 30, 2022, U.S. Bureau of Labor Statistics, there are 11.2 million job openings nationwide. This number is up since the COVID pandemic first hit in 2021. We see “now hiring” signs popping up everywhere. With so many job openings, job seekers can be more selective and demanding.
No team, whether workplace, sports, family, or community, is void of conflict. Life is full of differing ideas, values, beliefs, and emotions. And there are countless ways to handle conflict. As we mature in life and obtain more experience with conflict, we learn different ways to handle it. Hence, managing conflict on teams is one of the hats all leaders share. Why do leaders need tips for managing conflict on teams?
When it comes to optimal team performance, strategies for preserving a safe space for discourse (i.e. “the middle ground”) is imperative. Teams who achieve great outcomes rely heavily on the middle ground conversations where ideas are shared and different opinions are welcomed. If teams have no safe space, there is no genuine growth or development in the organization or its employees.
In the last few years, there has been an increase in anger, unrest, and violence around the globe. Everyday, when you turn on the news, there is not much positive out there.
I can’t help but refer to Barb Smith, founder at Courtside Leadership and Find My Team, endearingly as Coach Smith. When she contacted me about contributing a blog discussing the value of investing in great assistants, I considered my own career trajectory from beginning as a marketing assistant to my current role.
After reading and researching numerous articles, blogs and research studies, my consensus—it doesn’t matter, court, field, track, rink, boardroom, home office or other—good managers, manage and great managers and leaders delegate to a great assistant. What does this mean? Simply, great managers and leaders understand and utilize the support a great assistant provides. Although the tasks may vary by industry, the role of an assistant remains vital within each.
Every generation is molded by the experiences, events and technologies unfolding during that era. Therefore it makes sense that every generation reflects its own unique set of core values and beliefs. The same holds true in the workplace. What worked to motivate and manage one generation at work or in their place of business may not necessarily work to motivate and manage the next generation.
Top leaders are at risk of losing Gen Z in the workplace if they fail to understand and embrace the fact that this generation has a completely new and unique set of core values and beliefs and are motivated by different needs than earlier generations.
The morning alarm goes off and you are up and running. Get the kids ready for school and get yourself ready for work. You begin to open your home office and prepare your computer for the list of Zoom meetings you have scheduled for the day.
But wait, COVID is still here, and your kids are back home again for a week. You get the kids breakfast and send them to their respective computers. You’ve given up your office space to them while you work at the kitchen table. Your scheduled reentry into the work place has once again been delayed.
Courtside Leadership’s mission is to empower people, teams, and organizations to perform at peak levels. With that in mind, I recently had the opportunity to speak with a group of women who are not only performing at peak levels, but also making a huge difference in the wake of a horrific tragedy in George Floyd’s death in Minneapolis, Minnesota.
When was the last time you really paused long enough to appreciate your life, team, or organization? Our lives and jobs are so busy that it’s extremely difficult to stop long enough to appreciate. And when we finally do take a break, reflection on what we appreciate is not typically a top-of-the-list priority.
Yet it’s in reflection that we can harness gratitude. Gratitude stems from appreciation. As an entrepreneur, I can understand first-hand how running a company is exhausting and all-encompassing. Early mornings, late nights, long hours, and weekends filled with work are the norm. Anyone who has a passion for what they do will recognize this experience.
We were in, what seemed like, the middle of nowhere when my parents drove into the parking lot of the Lexington Antique Outlet. They loved antiquing and I enjoyed taking a jaunt back in time with every stop.
Smells, memories, and laughs flourished while rummaging through things that every household used to have. These trips always brought up stories of the past and would undoubtedly create more to be shared in the future.