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(Part Two) Lessons Learned While Leading During the Covid-19 Pandemic – We Are Still Here. Now What? by @LeadToInspireC1

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by Crystal Smith

If you told me when I closed my office door roughly eight months ago that

this journey would take almost an entire year, I would have thought you were being extreme. Yet, here we are in the same space and it appears we are going backwards after making progress.

What have these eight months taught me? What did I learn about myself and my team? What will I take with me when we open the doors again? What are the true nuggets that will allow me to be my best self as a leader moving forward?

When I wrote my first article, “Leading teams effectively in this new COVID-19 world”, I spoke a great deal about tools and platforms I utilized to help the team stay connected in this new environment. I am thankful I had those tools because they allowed us to engage efficiently as a team. Seven months later I can tell you that instead of using those applications to connect, I am now doing things that are less focused on technology, and more on things that allow us to just “talk”.

As with most organizations, we were building the plane and flying it at the same time at the beginning of this pandemic. We were trying to address budget issues, pivot in the midst of staff and organizational changes, be present and available to others and make major decisions about returning to buildings with new business practices.

After about four or five months, my teams began to ask fewer questions. I stopped receiving the 9-1-1 text messages. Software we depended on began to be used less. I woke up one Friday and what hit me was simply, “check on your folks”. I realized I was so connected to gadgets that I had not simply done the old school version of “checking in” with my staff. I spent that Friday composing an email message to each person. For some I asked about their children, for others their parents or updates on progress towards a degree. Then there were those I knew who were struggling with remote work, so I gave them a call and simply said “how are you”. I took the entire Friday to do this for about forty-five people and I ended at 8:00 pm.

What I learned from this “project” was that technology is awesome, but people still needed a very basic thing called CONNECTION. It was from this that “Coffee with Crystal” was born and I sent everyone a Zoom invitation to join me for coffee on Thursday mornings at 8:00 am. This invitation was not required – it was a choice. Not everyone wants to get up a half an hour before the workday begins. Others simply have no desire to “chit chat” with colleagues. Wherever people landed was completely okay. I can honestly say that I was super nervous the first day. Afterall, suppose no one wanted to join the “zoom room”? I poured my coffee, sat outside on the deck and logged into the room. All of a sudden a message popped up notifying me that people were in the waiting room. Over time some stayed, some left, but what evolved was a consistent group of people who joined me every Thursday morning to simply laugh really hard. Out of everything that I implemented during this COVID-19 lockdown, it is the “Coffee with Crystal” that I am most proud of simply because it allowed us to have a sense of normalcy.

One thing still remains true from my first article. People are the same people in this remote world that they were in brick and mortar. Email messaging turned into what was often done in person. This means that instead of walking down the hall to communicate a concern or challenge, I had to schedule more virtual meetings or send email messages that communicated my preferred approach to a variety of business practices. I spent time during our weekly staff meetings asking team members to be patient, give grace and to ask questions. The delete button became a gift. It allowed me to not fight a battle that wasn’t worth my time and energy.

When we return to buildings and attempt to create our new normal, what will I bring with me from this remote world?

  1. “Coffee with Crystal” will continue in some way. Maybe it will still be virtual, but I will offer people an opportunity to just chat for thirty minutes with NO AGENDA.
  2. The delete button will still be a gift. Keeping peace is so much more important.
  3. Lunchtime walks will continue to be a part of my daily activities. Not only did I give myself time to decompress, I had mindful moments that became amazing projects.
  4. I attended so many virtual conferences for women in leadership. I will continue to attend these and add more tools to my leadership toolbox.
  5. The applications and software programs that I implemented will continue to be utilized because they allowed us to work more efficiently.
  6. I will continue to take time to check on my folks with an email, a phone call or an invitation to the zoom room. Either way, that very simple choice allows all of us to have a very human experience.

 

Crystal Smith is a lifelong educator who currently serves as an administrator at a community college on the east coast. Crystal is a graduate of both Hampton University and The College of William and Mary, where she received her bachelors and master’s degree in Sociology. Her area of expertise is in the fields of family and gender studies and research and development.

Crystal started her career in human resources and worked with several Fortune 500 companies, including Lockheed Martin and Arthur Anderson Consulting. This work led her to consider education and teaching as a possible career goal. After an amazing career teaching in the K-12 system for five years, she decided to pursue a career in higher education. Crystal has been a higher education professional for over 17 years and this work led her to start her own consulting firm that specializes in leadership development, strategic planning and branding development.

 

The Power Of Women Leadership In Times Of Crisis By @AngelaKambouris

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by Angela Kambouris

The iconic song of the 1970’s feminist movement, ‘I am Woman’ has galvanized a generation of women to fight for change and today there is no better time for the fearless passion of women breaking through patriarchal norms. Despite women making up a fraction of global leaders, women can continue to lead the world in a sustainable direction.  Credit Suisse’s CS Gender 3000 reported that in 2019 the percentage of women on boards globally increased to 20.6% and in the US the figure climbed to 24.1% from 22%.

Today, women comprise 25% of parliament around the world, 20 women hold the position as head of a state or government out of 193 nations and 32 (6.4%) of CEO positions at Fortune 500 Companies in the United States. Having more women in leadership positions can make a difference in improving outcomes, especially at times of crisis.

Women bring vision, collaboration, and empathy to the table. They turn closing doors into opportunities and forge new and better ways and are far more powerful than they think. Despite setbacks, sitting as the only female at the table, and working twice as hard for half the pay, they continue to fight a male-dominated system and forge their path to think beyond today and of the future.

When women stand in a position of power, you hold the door open for other women to step through. As we uplift other women, we strengthen our position. Here is how you get started.

Embody feminine leadership

Amid times of uncertainty, female leaders have paved the way with smart, compassionate, empathetic and kind leadership. Jacinda Ardern welcomed her first child in the world while in power, covered the costs of victims’ funerals after the Christchurch attack on two mosques and hosted live streams in her pyjamas discussing the difficulties ahead. She used her social media platform to create a path forward for other women to follow. The Norwegian Prime Minister Erna Solberg hosted press conferences for children letting them know it’s okay to experience fear. Authenticity, compassion, and clarity have proved far better indicators of trust than command, control, and bravado.

Drive business beyond profits

Purpose-led women leaders are committed to making an impact within their communities. Since 2014, Serena Williams, a global sports icon, invested in women and minority-owned businesses. Greta Thunberg, a climate change activist, informed world leaders at the UN National Assembly of how they had stolen her dreams and childhood with their empty words. She led the world’s largest climate change march and sailed across the Atlantic to get her message across.

Oprah Winfrey has been open about her traumatic childhood, turbulent relationship with her mother and her struggle to enter the journalism industry. Her experiences propelled her to rise above events and live her life by turning her wounds into wisdom. She has provided millions of dollars to charity, building schools for children in developing countries and established her foundations.

Together we rise

Empathy is the key to leadership. Empathetic and compassionate leaders perform better and inspire more loyalty, engagement, and productivity. Female leaders acknowledge the emotions and concerns of their people while supporting them to address them. Leaders must be present, engage in active listening and allow people the space to process their feelings. By implementing frequent check-ins with people, and beginning each coaching session by aligning a focus for the meeting, will serve as a north star for the discussion and enable you to redirect the conversation back to the focus topic. Linking employees to additional resources such as employee assistance hotlines can assist people when they are in emotional distress and require professional support.

Do not let the naysayers hold you back

The former First Lady, Michelle Obama has been a tremendous influence for women maintaining integrity and perseverance through racial bias and hurtful comments about her in the media. Despite the attacks, she addressed the childhood obesity epidemic, advocated for women’s rights, and provided support to military veterans and their families. Rather than investing her energy into malicious attacks, she demonstrated dignity by rising above the pettiness. People who invest in demoralizing and shaming people, their behaviour says more about them than the person on the receiving end as Michelle Obama responded “when someone acts like a bully, you don’t stoop to their level. No, our motto is when they go low, we go high.”

Show me the love

Female leaders are more open to inspiring others through gratitude by celebrating their people as much as they care about the business. Appreciating the contributions of individuals and teams collectively encourages people and inspires excellence. Leaders send personal notes to acknowledge client results, to highlighting through social media how they made a difference within the group. When leaders identify and celebrate people’s contributions, sharing how they precisely executed the company values, it inspires employees to strive for excellence.

Psychological resilience

Women can tap into their emotional intelligence to recognize and focus on what is essential. Rather than settling on the negative, they look for what they can control. Female leaders adapt to change while demonstrating empathy for others. By exercising various communication styles and being behaviorally flexible, women can build strong, emotional connections for long term sustainable partnerships.

Do not command, empathize. 

Today’s leadership demands leaders establish an emotional connection with their people. We have humans at work that crave appreciation, recognition, and empathy. As talent agents, women leaders use feedback and direction to grow people. They invest in hiring people who are better than themselves, unlock other’s people potential and promote practical cooperation on their teams.

Carve out your path

As writer and philosopher, Ayn Rand wrote: “The question isn’t who’s going to let me; it’s who is going to stop me.” Women can elevate their careers by letting go of passive attitudes and illuminating their pathway. When it comes to career development, carve out your path towards success rather than waiting for the lucky break or the damsel-in-distress story.

Fall seven times, get up eight

No one is immune to personal failure. Jacinda Ardern once said, “you can be empathetic and have steel”. You can have moments of weakness, warmth, nerve, and strength. Acknowledging that it is okay to trip and fall, feel hurt and vulnerable, expose your flaws and imperfections, and then draw knowledge from the feedback and try again. You can break the glass ceiling without sacrificing warmth, kindness, and compassion.

 

3 Steps To Help Build Your Confidence

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by Bernadin Bridges

Step 1 – Know Yourself

Most importantly, you first need to build a strong sense of who you are. God has made all of us beautiful in a unique way. Find out what makes you unique. Take time to think about your strengths and passions. Write them down and remind yourself of the things you’re good at. We are usually the most critical of ourselves and our self-talk is sometimes so negative. Ask yourself, “Would I speak to a friend or loved one this way?” If not, then you shouldn’t speak to yourself that way either.

Schedule time to do the things that you love and allow yourself time to develop those skills. Maybe take a class to learn more about a subject you’re passionate about. Or learn something new that you’ve always wanted to do.

Make yourself a priority. Get to know yourself better. You need to love yourself first, so you can love others well.

Step 2 – Know Your People

Just as we are all unique, every relationship is unique. There are different levels of friendship. People you may trust more and people you may trust less in opening up about your dreams and goals. Identify which people encourage you, support you, and are completely truthful (not brutally honest) with you when needed.

For the most part, we get to choose the people who remain in our lives. We get to set boundaries in our relationships. People can only treat you the way you allow them to treat you. When you know your value (see step #1) you can better select your circle.

Step 3 – Know Your Purpose

What is it that you’re trying to accomplish? Are you an artist who enjoys your craft? Maybe you are business-minded and want to start your own company. Or you are a philanthropist and want to change the world. There is not a right or wrong answer here. It’s a question you ask yourself simply to get clarity on your goal. When you identify your purpose you can set realistic expectations.

If you are an artist for instance, then it doesn’t matter if you profit from your art. Because your objective is mainly your personal enjoyment. However, if you are business-minded, then you will take a more logical approach and study metrics to ensure you make a profit. Additionally, if you want to change the world, you may sacrifice your own time or comfort to get your message out to people and help as many as possible.

Each of these purposes have different expectations. When you identify what you want to accomplish you can be more purpose-driven, rather than results-driven.

Ultimately, when you build your confidence you empower yourself and those around you.

So go ahead…Be fabulous, beautiful, unique!

Overcoming Imposter Syndrome by @HeidiDalzell

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by Heidi J. Dalzell, PsyD.

“If you don’t believe you’re good enough or smart enough or informed enough to have a voice in the conversation, you never will.” Susie Moore, Life Coach and Entrepreneur

Imposter syndrome is that oh so painful feeling of not measuring up. For many of us it’s a fact of life, even within our businesses, and often despite evidence that we are experts in our own rights. The problem with imposter syndrome, as Susie suggests, is that it holds us back from creating the life we desire.

My recent bout with imposter syndrome came during my first international speaking gig, and ironically with the critical, judgmental voice of a fellow American.

At this conference, a colleague and I were facilitating a workshop we’d done many times before to pretty universal accolades. Not this time. Instead, we had a heckler in the audience. This person criticized an exercise I was facilitating, and in a very public way. It didn’t help that the individual had some clout and a following at the conference, or that the person also handed us a written accounting of all we had gotten “wrong” at the end of the session. I somehow ended up as a participant in several other sessions that this “expert” attended, and her “expertise” and need to provide commentary was pretty universal. Each facilitator, including the conference keynote, received a similar love note. While I saw this, I of course noticed that I was not the only object of such derision. But it did not change my sense of devastation at being so publicly attacked.

All I wanted for some time afterwards was to retreat, and in all honesty to wallow a little in self-pity. We’ve all been there.

While I’d spent all that time developing expertise in my field, and had stepped into the role of an influencer, I longed for the relative anonymity that comes with hiding. The tale I spun: I was not an expert at all. In fact, I was an imposter, a fraud. And no, it didn’t matter that I was a therapist who knew and understood imposter syndrome.

Many of us have had experiences of not measuring up to someone’s standards, either within the professional world, or early on as children and adolescents. As, women in particular it is easy to parlay these experiences into imposter syndrome. The good news is that in the same ways we learn imposter syndrome, we can also unlearn it.

Assessing Sources of Imposter Syndrome

At least one source of my imposter syndrome clearly evident. They may not always be the case, and at times we have to take a walk down memory lane to see where our fears originate. It’s helpful to sit down with a journal and ask yourself some questions:

  • In which areas in my life do I lack confidence?
  • How does this lack of confidence manifest?
  • What childhood experiences have led me to believe: “I need to be perfect,” “I must always get things right,” “I can’t ask for help,” or “My competence is measured by what I know and how much I do”?
  • What present day experiences have contributed imposter syndrome?

Another area to explore, especially for women business owners are connected to our socialization. Many women are socialized to be humble and deferential. While I was encouraged to have a career, I was equally encouraged to stay home and raise my daughter – the model I was given growing up. Such mixed messages can contribute to imposter syndrome.

Once you’ve done a thorough inventory, you’re ready to begin the process of questioning.

Questioning the Validity of Imposter Thoughts

We internalize many pieces of information day-to-day. This does not mean that this information is valid or correct. When the so-called expert expressed criticism, at first I swallowed it hook, line and sinker. As I gained perspective I was able to incorporate the remarks that were valid, and leave the rest behind. That process involved me asking myself what was constructive in the feedback and what I could leave behind. Painful as the process was, using it constructively, rather than destructfully, helped me to grow. Thus, we must learn to critically question our thoughts. Does this thought help me? Or hinder me?

Many time this balanced awareness is just what we need to let go. Other tools include taking these negative thoughts about self and envisioning tying them to a balloon to float away or throwing them into the waves or fire. Whatever works for you is fine.

As we continue to create a personal brand, and are successful at it, we can attract detractors. Football superstar John Madden, who has a number of witticisms, says “the higher up the flagpole you climb, the more your underwear is exposed.” That is certainly true, so keep climbing to that place where you no longer care.

Reclaim Your Confidence

Reclaiming our confidence is challenging, but so important. What are you good at? Come on, it’s ok to brag – despite what you may have been told early on. In fact, a great tool for claiming or reclaiming your confidence is a brag book.

Originally used as an interviewing tool, a brag book (or wins journal) is a book of accolades about you. It can include recent accomplishments and successes, positive feedback from supervisors, colleagues and clients, even “thank yous” you’ve received. Keep your book updated as these kudos roll in, at minimum update it monthly. In addition to building confidence, your brag book can be helpful in developing points for your business elevator pitch.

Having Female Role Models

Who are the role models (especially the female role models) and experts on your field? How can you best emulate them and use them in an aspirational way? For me, that’s Brene Brown, hands down: a strong, confident role model that also allows herself to be vulnerable. She shares my own values of genuineness and authenticity. As you explore why these women and men are your role models, be sure to make note of your takeaways, including those areas of growth and synergy.

Mindfulness Practices

Finally, a plug for mindfulness practices as a great way to address that internally judging mind. Mindfulness involves consciously cultivating moment-to-moment awareness of thoughts, feelings and body sensations using a compassionate, non-judgmental framework. When we sense ourselves judging, we can simply tag those thoughts as “judging” and move away from them. Using a mindfulness lens we learn to stay in the moment and offer ourselves compassion for our perceived shortcomings. This present day focus moves us from the past (and future) to being fully in the present for self and others.

Overcoming My Fears

Numerous pep talks later, and after being strongly urged to get back on the horse rather than entirely changing the exercise, I began to get some distance. We looked at our workshop, and incorporated the feedback we felt was fair and balanced. The next conference was a success, as was the one after that, and so on.

Imposter syndrome just doesn’t square with my values of genuineness and authenticity.

 

Taking A Stand in Your Business by @HeidiDalzell

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by Heidi Dalzell

“I write for those women who do not speak, for those who do not have a voice because they were so terrified, because we are taught to respect fear more than ourselves. We’ve been taught that silence would save us, but it won’t.”

— Shirley Chisolm, first Black woman in Congress

Change has been a constant over the past weeks. I can’t believe it’s been almost two weeks since the death of George Floyd, and longer since the passing of Breonna Taylor, Ahmaud Aubrey and Tony McDade. This has been a time of personal reflection and change for me as well. As a business owner — and a therapist — I’ve asked myself some difficult questions about how to address racism within my business and my practice. I have considered what I am communicating to others, including clients and colleagues. My hope is that sharing these thoughts may jumpstart your thinking processes. I write this from the perspective of a White, Jewish, educated woman. Some of those statuses afford opportunities that I would not have otherwise.

When I shared my first blog for She Owns It, the topic was about embracing the changing world of Teletherapy and reinventing my business. I was thrilled to have my guest post published, and am now even more excited to be featured as a contributor on this site. None of us could have anticipate the recent examples of racism and injustice affecting our nation.

These events represent generations of violence against Black and Brown people. I stand in solidarity with the Black Community and state emphatically that Black Lives Matter. Sadness, anger and outrage are just a few of my emotions connected to the deaths of these innocent men and women. What can I do with these emotions.

Businesswoman and Advocate

Core values of my psychology practice include compassion, acceptance, tolerance and love. These values are the literal foundation on which my business is built. I have seen other women owned businesses speak out and some remain silent. Not speaking out and walking the walk would feel incongruent and inauthentic with of my mission.

I know that sharing my views may affect my business, and after a recent newsletter and blog post in which I advocated for change and racial justice, some people unsubscribed from my email list. That was ok. I do not want to be complicit in the racism that lies behind ignoring the voices of Black people.

I can use my privilege to speak out. Imagine if all people did this. When Martin Luther King led civil rights protests only 25% of Whites supported these ideals. Gloria Steinem encountered similar opposition. While many of us know Steinem, others are not as familiar feminists like Shirley Chisolm, Dorothy Pittman Hughes and Flo Kennedy. These women taught us that women should speak out.

Examining Privilege and Bias

Racism is “prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one’s own race is superior.” Privilege refers to unearned advantage or entitlement that benefits White people over non-white people.

As business owners, it’s important to be aware of our privilege. It aids our communication with others. And systematic privilege hurts everyone, especially women in the business world. Many of us would not be reading this blog had we not dismantled the systems of patriarchy during the Women’s Right’s movement. And while it’s still an uphill battle for women, Black women face bigger challenges in the workplace.

While conscious examination of privilege is a start, it is equally important to thoroughly examine our biases.

There are three main components of bias: stereotyping, prejudice, and discrimination. Stereotypes are beliefs about a group, such as the false belief that Black men are violent. Prejudice is a preconceived opinion that isn’t based on reason or actual experience. Discrimination often begins with prejudice, and involves unequal treatment of people due to the various groups they belong to (racial, ethnic, etc.). Discrimination can range from inequities in opportunity to hate crimes and violence.

We form biases at an early age based on things we see in the media and learn from parents and peers. It can be helpful to sit down and create a list of adjectives that describe your feelings about a group. Are they factual, or do they reflect stereotyping or beliefs that may not be true? If you used these adjectives in your everyday communication, would the language be seen as neutral or dehumanizing?

Be honest—this list is for you.

Don’t Allow Invisibility

How do you promote diversity and allow Blacks within your organization to be seen? This includes being sure to actively provide depictions in artwork and other items within your work setting. For example, one of our waiting room magazines is Essence. Within workplace settings, provide ways for Black men and women to take up space and to be visible. It’s also helpful to consider the additional challenges faced by those with intersectional identities, such as Black transgender women. They are a group who face significant violence, discrimination, and many kinds of disparities.

Bring It Home

Another way to work on racial justice is to bring it home —literally. Seek out places where you can genuinely and authentically interact with people of different races and ethnicities. This may include in social settings or religious settings—places where you are interacting as peers. This does not include settings where there is an imbalance of power, such as interacting with someone who is providing a service. If you have children in your life, it’s also nice to be able to volunteer. If you choose a setting in which that imbalance of power exists, such as a soup kitchen, be sure that you augment the activity with a discussion of the disparities and injustices which led to economic disadvantage.

 

 

As we continue to witness the nationwide trauma unfolding, I encourage She Owns It readers to be kind, be sensitive, be compassionate, and be part of the solution. Please use your anger and grief to work for systemic change, and dismantling institutional racism and inequality in our communities.

 

Favorite leadership tips from 7 influential women

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From Resume.io

Women face a variety of extra challenges on the road to success, but it’s heartening to know that success can be achieved.

Some indomitable women have proven that it is not only possible to become the top of their fields, but also that the priorities that motivate action can be re-defined, and goals can be transformed to match. There’s a lot to be learned from reading about their experiences, and they have plenty of advice to embolden the next wave of successful women.

So, what leadership wisdom do readers find most inspiring? To find out, the resume experts at resume.io used the ‘most highlighted’ feature in Amazon’s Kindle to find the most popular quotes in the best rated leadership books on Goodreads.

We have gathered 7 extracts from books by powerful women to share their wisdom with you. 

You can find the rest of the list here.

1. Quiet: The Power of Introverts in a World That Can’t Stop Talking, by Susan Cain

Cain’s book explains how the unique skills and potential of introverts is often overlooked by a society that has grown to believe in an ‘Extrovert Ideal.’ She uses strong anecdotal evidence and examples of influential speakers who are actually introverts.

2. Lean In: Women, Work, and the Will to Lead, by Sheryl Sandberg

As Chief Operating Officer of Facebook and one of Time magazine’s most influential people, Sandberg has a unique insight into the external, and internal, obstacles faced by working women.

3. Daring Greatly: How the Courage to Be Vulnerable Transforms the Way We Live, Love, Parent, and Lead, by Brené Brown 

This best-selling book focuses on vulnerability and dealing with difficult emotions, suggesting a transformative practice that can help us become more balanced in leadership, relationships, and parenting.

4. Mindset: The New Psychology of Success, by Carol S. Dweck 

Carol S. Dweck PhD is a hugely influential psychologist with a simple, but powerful, argument. Whatever your field or goals, adopting a growth mindset will help you to approach it in a healthy and effective way.

5. Year of Yes: How to Dance It Out, Stand In the Sun and Be Your Own Person, by Shonda Rhimes

In this revealing and funny memoir, the creator of Grey’s Anatomy and Scandal explains how being open to new opportunities, having a can-do attitude, and believing in oneself, has opened doors to her undeniable success.

6. #GIRLBOSS by Sophia Amoruso

Amoruso’s journey from high-school dropout to being CEO of a successful online fashion retailer shows that the path to success isn’t always straight. This is a rallying cry for anyone who wants to chart their own course.

7. Dare to Lead: Brave Work. Tough Conversations. Whole Hearts by Brené Brown

The New York Times #1 best-seller uses a research-based approach to motivate readers to believe in their capabilities. What do leaders, culture shifters, and change makers have in common? They have the courage to take the lead.

These strong and influential authors each offer strong and valid perspectives on realising one’s potential and building the confidence to take control. 

Which of these quotes motivates you the most?

 

Rolf Bax, Content Specialist
Since 2018 Rolf manages Resume.io websites & content together with a dedicated team of Copywriters, Product Specialists, Designers and Developers. Rolf worked for several cross-border e-commerce businesses in the last decade helping them with managing their online appearances.

 

 

 

The Coronavirus Will Change the Future of Working from Home by @juliekminer

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by Julie K. Miner

If the last few weeks have taught us anything instructive, and may even contain a silver lining, it’s that telecommuting – working from home – is here to stay and will most likely increase in scope and frequency in the years to come as a result of the COVID-19 pandemic.

Twenty or thirty years ago, working from home was code for not doing any work while being arms-length from a phone just in case it happened to ring. But with cell phones, email, WiFi, text messaging, facetime, Skype, and now Zoom, working remotely has become easier and more prevalent in our society as employees and employers continue to struggle with the ongoing quest to find a competitive work/life balance. It has helped employees cope with the growing demands of being on the clock at all hours of the day and has allowed employers like my partner and me to offer a competitive leg-up with little to no downside to our employees.

In 2012, Gallup reported that 39 percent of Americans worked from home during some portion of their workweek. Eight years later, that number is closer to 45 percent of the national workforce operating from places other than a traditional office space one or more days a week. In less than a decade, many have replaced water coolers for kitchen sinks and suit pants for sweatpants.

Given the impact of the last two weeks – and most likely the next few weeks or months – that trend is only likely to increase as more and more companies, regardless of size, have enacted a work from home policy at the behest of mayors, governors and the federal government. Especially now with many shelter-in-place orders and closure of non-essential businesses throughout the country, almost every job that can be done from home is being done from home.

Perhaps, just as suddenly, many CEOs have discovered their businesses keep on functioning and (with the exception of the last week) prospering, even when their employees are out of the office. Conference calls still go on as planned, meetings (the ones that couldn’t be emails, of course) are now held online, and documents are reviewed and edited just as they were two weeks ago. Business is going on as normal as it can, given the circumstances.

When we started J Strategies, a full-service communications and public affairs consulting firm, my partner and I worked exclusively from our homes. Over time, as we added staff and clients, we maintained that ability, realizing it helped financially as well as emotionally.

Even as we grew, adding more employees and leasing office space, we ensured the ability of our staff to work from home at least one day a week (more if needed) would be preserved. Now, with approximately 20 employees in New York City, Albany, and Boston, the entire firm works from home every Friday, 52 weeks a year, answering emails and phone calls, and remaining just as available to clients as we would in an office environment during business hours (and beyond).

The rest of the week, if our employees have legitimate reasons (such as a doctor’s appointment or childcare issue) that would keep them from commuting into the office, we make every attempt to comply. We have found that by saying yes to these requests, it has made our staff more responsive to the demands of the job, not less. Emails and calls from managers are answered almost immediately when employees are home and client communications are tended to just as fast.

We are living in stressful times, to be sure. With the experiences of the last 10 years working from home, our firm is at a competitive advantage when it comes to weathering the storm in which we all now find ourselves. Many will not be as lucky.

Now, thousands of American companies are finding through a kind of baptism by fire that employees working from home is more than just tenable – it’s just as productive as it could be in another environment.

One day, weeks or maybe even months from now, the American workforce will come out of this experience stronger and more resilient than ever before. Hopefully, the stereotypes about working from home will be gone and employers will have more open minds about what constitutes a productive workday – regardless of location.

 

 

 

Julie K. Miner is a Managing Partner and CEO of J Strategies, a communications and government relations firm with offices in Albany, New York City, and Boston. She previously served as a regional director to US Senator Charles E. Schumer.

Leading teams effectively in this new COVID-19 World by @LeadToInspireC1

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by Crystal Smith

Within a matter of weeks many of us have been forced to manage our teams in this new virtual world because of the COVID 19 pandemic. In just three short weeks I have witnessed teams overcome the challenges extremely well. I have also witnessed teams crumble at the core. There are many leaders in my field that I follow on social media platforms who I admire and respect. Their ability to transform and pivot their organizations ranged from phenomenal and timely, to inefficient and too late. In my first week working in this virtual environment, I had a team member who resigned, a team member who needed accommodations because they were unable to perform in the work-from-home environment, and I introduced team members to two new platforms that allowed us to stay connected. What are the biggest takeaways thus far from this forced work from home environment?

  1. Leaders are the same people in the virtual world that they are in the brick and mortar world. In other words, we cannot expect people who were poor communicators, not engaged with their teams and unapproachable, to all of a sudden become amazing at all of these skills because we are now working virtually. These areas of deficiency will actually become more evident in this new world because the curtain has been pulled back and there is no office door where they can close and hide. The lesson – leaders, like all employees, should be evaluated and have 360 assessments from their teams in order to identify their areas of strengths and areas of improvement regularly. If these things are not done, when any other disaster or emergency takes place, these inefficiencies will be more challenging to overcome for the leader and for the team.
  2. Leaders don’t have to duplicate what was done when we were in buildings and offices. In other words, just because we met every Tuesday and Thursday at a designated time, doesn’t mean we have to do the same in a virtual environment. Quite honestly, many of my face to face meetings were not productive. In this new world we can re-evaluate what meetings are important and what can be sent in an email. So many of my meetings have been cancelled in this new virtual world and people are beginning to realize that not everything is “urgent”. We can also introduce new meeting platforms that allow us to meet using technology (Zoom, Skype for Business, Microsoft 365 Team, etc.). The lesson – we can use this tragedy as an opportunity to re-imagine the way we lead and do our work that is productive for our teams, our customers and our personal lives.
  3. Leaders may want to limit the “reply all” emails and ask team members to send a message to the leader first to determine if it is “reply all” worthy. I realized within two days that some people confused this “out of sight” experience as an opportunity to lead the ship that already had a captain – that captain was me. The request to the team to send all “reply all” messages to me first allowed messaging to be streamlined. During chaos and confusion, emails are often coming from everywhere, and it is easy to have messages become lost in translation. The lesson – it is important to control some of the messaging during times of uncertainty.
  4. Leaders should identify tools/apps that are useful to help teams stay engaged and stay connected. The tool that was most helpful for me in the beginning and continues to be useful, is Slido.com. It allows me to establish a platform for questions to be asked and I can answer as the moderator. Everyone can see the questions and responses. This limits the constant back and forth emails and provides a place for team members to go for quick questions that need to be answered. It also allows me to create polls that became fun activities. I created word clouds with simple questions like “How would you describe your first week working virtually in ONE word”. It was truly a learning process to gauge how the team was doing that first week in a visual word cloud. I also used a platform called FlipGrid that allowed team members to create quick 2 minute videos and respond with fun and engaging videos. We were able to laugh and connect in ways that were similar to visiting our offices throughout the day. The lesson – people still need to see people and connect beyond meetings and emails.

The quote on my office door says “leadership is a verb”. This is true whether in a building or in this new virtual world of work where many of us currently live.

 

 

Crystal Smith is a lifelong educator who currently serves as an administrator at a community college on the east coast. Crystal is a graduate of both Hampton University and The College of William and Mary, where she received her bachelors and master’s degree in Sociology. Her area of expertise is in the fields of family and gender studies and research and development.

Crystal started her career in human resources and worked with several Fortune 500 companies, including Lockheed Martin and Arthur Anderson Consulting. This work led her to consider education and teaching as a possible career goal. After an amazing career teaching in the K-12 system for five years, she decided to pursue a career in higher education. Crystal has been a higher education professional for over 17 years and this work led her to start her own consulting firm that specializes in leadership development, strategic planning and branding development.

How Public Relations Can Benefit Your Brand by @lucyrk78

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by Lucy Render-Kaplan | Featured Contributor 

Public Relations is vital for increasing your brand’s visibility. Not only can it help more people learn about your company and services, it can strategically speak directly to your target audience. A successful PR campaign generates media coverage, builds your status as a thought leader, helps develop trust and increases your presence, which leads to more sales, new clients and even potential investors.

Develop Brand Identity

Getting the word out about who your brand is and why you exist is important! Only you can tell the unique story about your product or services and why people should choose you over other similar brands. If the public doesn’t know that you exist, you are missing out on sales and helping others via your services.

Grow Trust and Credibility

People buy from people they trust. More and more, consumers are growing wary of companies telling them who they are – they’re listening to others recommendations. When a company keeps popping up in the news or written about by a journalist people follow is not only beneficial in building trust, it can directly lead to sales. Being featured in the press – especially in this day and age, where social media outlets can distribute your articles across the entire spectrum of Internet users — allows you to leverage this attention as support for your cause. Create a press page on your company’s website so you can display your success in the press to viewers.

Thought Leader Spotlight

Your PR agency can work with the founder of your client’s brand or a spokesperson from the brand on how to best present on camera and in interviews with the press. They can then pitch them to talk as an expert in industry-related news. Having an internal spokesperson serve as an expert is a great way to grow awareness about your company and is key in growing brand awareness.

Create Buzz

A public relations campaign can help share your key messages, create or boost brand buzz and help you build an engaged following, leading to more exposure, clients and brand awareness.

Attract Donors & Increase Funding

Earned media coverage can attract donors and investors to help increase funding.  Media coverage is often vital and can be a deciding factor in how they decide to give.  A powerful PR campaign shows that you invest in your business, your reputation and have a commitment to growth, which is very attractive for funders.  The right media placements at the right times can be used to attract the attention of VCs and other investors. With the right messaging and strategy, PR increases your credibility as a stable and potentially lucrative investment target. So why do PR? If you’re an early- or mid-stage company, your next round of funding may depend on it.

If any of these reasons appeal to you, securing a publicist or signing with a PR firm may be the next step to level up your business.

Transitioning From Entrepreneurial Business To Company: Why You Need Leadership Development Now by @jenlongmore

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by Jennifer Longmore

The difference between running an entrepreneurial business and a company is significant. When you’re in the entrepreneurial stage, you’re working predominantly with contractors, you may or may not have run a team before, and your systems are likely lacking or nonexistent. A company is run differently. The systems, policies, procedures, and protocols are in place (even if they’re consistently being revamped or added to). The teams have clear leadership, and there’s a lot more structure to what you’re building.

This transition takes time, and while there’s a lot to do to make the transition successful, this is the time to put an emphasis on leadership development. Because becoming a great leader and CEO will require you to think differently, and you can either learn by trial under fire (where the burns are real) or you can learn through intentionally developing the skills you need. Here’s what leadership development will help you accomplish when you explore it intentionally.

 

Set The Tone

How your leadership team acts sets the tone for the culture and the company. Even if your leadership team is just you right now, it’s important to know exactly what makes a strong, respected leader and how to lead a conscious company into the future. The problem with putting leadership development off is it is much more difficult to change a company culture than it is to start off strong. So by diving into leadership development now and maintaining it from here on out, you’re heading off problems before they can rear their ugly heads (basically it’s the difference between playing whack-a-mole or hitting the bullseye).

 

Create Loyalty With Your Employees

If you’ve ever been afraid that your employees will run away with your secrets to a competitor or start their own business, then leadership development is something you should dive into. Leadership isn’t about effectively telling people what to do, how to do it, or getting them in line. That’s old school thinking that can make it hard to keep people on your team. When you learn effective leadership skills, you develop an understanding of what behaviors, policies, and practices keep your employees motivated and productive, while earning their loyalty. Much like trust, loyalty is something you earn from an employee—it’s not something freely given. The best leaders are the ones who hold their boundaries, while remembering that their power comes from the faith, trust, and loyalty of their people. Without it, they fall. In business, it’s no different.

 

Create a Space of Fulfillment For Your Employees

Leadership development, at its core, is about understanding and delivering on the needs of your people so that everyone is working together for a common goal or mission. When you immerse yourself in developing your leadership abilities, you learn how to become more in tune with your employees. Your emotional intelligence matures, and you create ways to check in with your team to ensure their needs are being met, pre-empting potential upsets. This allows you to create a culture that fosters inclusion, collaboration, and commitment, so that your people choose to stay and grow with the company.

 

Communicate & Make Decisions as the Leader

Leaders hold the vision, stay on mission, and emotionally enroll employees into their cause. The way you communicate and make decisions as a leader is different than when you’re in the trenches. You’re responsible for taking the information your team is sharing with you, and playing out the potential outcomes so you can make the strongest decisions for the company, with the mission in mind. For example, if there’s a choice to make an immediately profitable decision that could hurt the team or a choice to put the team first and have more of a slow burn, it’s the leader’s job to make the right decision that upholds the vision, values, and legacy of the company. Strong leaders will put their team (and clients) first consistently, showing the team that their loyalty is well placed. As the leader, you’re responsible for the legacy of the company. How you think through each challenge and decision will shape that legacy.

 

 

 

Jennifer is a high performance leadership consultant, working with organizations to create loyal, innovative, creative, and productive cultures that increase profits, using the Forensic Transformation Method™.

Jennifer’s over 15 years of experience in forensic investigation, emotional intelligence development, and team dynamics helps her create innovative solutions that organizations need to become 21st century change agents and increase their profitability.

Her genius has been featured in media outlets such as Fox News, ABC, Global News, Bustle, the LA Times, and more.