Leadership Development

As someone in a leadership role or someone who oversees leaders in your organization are you taking the necessary steps to safeguard that those who report to you are leveraging their own capacity for the better good of all? Are you doing that for yourself as well?

Organizations may have people in leadership roles where the following are missing:

  • An articulated purpose that is shared amongst the individuals that are being worked with;
  • Clear understanding of the power and dynamics that each leader has too work with at a formal and informal level;
  • Vested understanding of the roles and systems in place for the direct reports involved.

Spending time and energy on learning the latest leadership development concepts and models is tempting. However, the real work may be engaging in your own leadership development. In other words, use our own tool-kit to identify our own leadership challenges. In doing so you are in a better position to develop the leaders around you.

What actions are you taking around leadership development in your organization?

Marie-Helene Sakowski – Business Change & Transition – info@effectiveplacement.com

Freedom from Stigma

Policies are a starting place from which to develop deeper strategic processes to have that allow for the safety, security, and levelling of the playing field. Employees need to trust that their disclosures and requests for additional support will not cause a backlash reaction of additional harm. Most organizations whether they be business, not for profit, or non-governmental agencies have policies in place for addressing physical illnesses.

The stigma of declaring that you require support for a mental health illness or that you require time off to address strategies for the interpersonal violence is real. There are Employee Assistance Plans (EAP) in place to help employees with confidential counselling services. These services do provide critical assistance.

Workplaces need to take a deeper look into providing the framework for employees to feel comfortable enough to overcome feelings of shame and humiliation of the condition or illness they are trying to deal with. Inhouse seminars are one way to ensure ongoing training and education of all employees is in place. Another is to develop mentorship approaches or those facing additional challenges such as interpersonal violence.

Marie-Helene Sakowski – Business Change & Transition – info@effectiveplacement.com