Inclusion: Going Beyond Diversity

Diversity and Inclusion. These buzz words have been pushed to the forefront of headlines with movements such as #MeToo and the growing focus on the overall makeup of the organization. Diversity can take many forms: racial, gender, sexual, religious, physical ability, etc. It can even involve varying education and work experience levels. Often diversity and inclusion are used interchangeably but in reality, they are two separate ideas. While having a diverse talent pool of employees is admirable, it does not make a difference unless the organization also has a policy of inclusiveness where employees feel supported, appreciated and welcomed to go with it.

Crisis Management

Crisis Management and Your Business

Questionable ethics, accounting manipulations, environmental abuse, sexual harassment allegations, tax evasion, human rights violations, etc. These are just a few of the issues that have created public relations nightmares for companies around the world in recent years. When news of the scandal first breaks, the public expresses outrage, and the media dissect every detail of the story. As more and more information comes to light, the company will see their reputation take a hit, sales drop and they become persona non grata with even their previously most trusted allies. Usually, in response the company first goes on the defense (denial, lashing out, etc.) then offers an apology with promises to make amends and do better.


Development Opportunity for Leaders

As leaders, we often encourage our employees to continue their education, learn new skills and streamline processes to improve efficiencies. We’re often so busy managing and leading that we do not take time out to practice what we preach. Just as our employees need help in strengthening their skills and developing new ones, so do we. Well, there is no time like the present to get the refresher or additional training that we need. And the Small Business Administration has just the program for us: The Emerging Leaders Initiative.


Preparing for Year-End Employee Reviews

Employees and management dread the task of preparing performance reviews, often because they are unsure of how to write them or what they should include in them. The truth is, employee performance reviews serve as a crucial evaluation tool, both for the employee and for the business. Employees can use the year-end reviews to assess their work and accomplishments against their goals and competencies. Management can use the reviews (and the matrixes created for them) to ensure that all employees are fairly assessed, have a sense of accomplishment and understand how their individual work contributes to the overall success of the organization.


Year-End Checklist for Small Business

Santa is not the only one who should be making a list and checking it twice this season. With 2019 upon us in T-minus 33 days, if you haven’t already begun, now is a great time to complete some of the back-office work needed to keep your business running. While the fast and furious holiday activities are calling for our attention, setting aside time to complete some housekeeping in your business can help you hit the ground running in the new year.

Change Sign

Navigating Your Employees Through Change

There are popular sayings about change such as “change happens”, “change is everywhere” and “change is constant”. This concept is well understood in the world of business; to be successful and competitive, one must constantly be fluid, developing new strategies and be agile to respond to changing market conditions and customer preferences.


Effective Leadership - What’s Your Style?

There is a popular saying that states, “heavy is the head that wears the crown”. This phrase aptly describes the weight of responsibility business owners face daily. Many people want to be leaders, but they do not realize that it is more than titles and perks; it comes with the heavy task of making decisions that can make or break a company. It also entails effectively managing a workplace that continues to be diverse, made up of individuals from different backgrounds and with different motivations and finding the right influencer to motive them to creativity and productivity.

How do I get my employees to be more accountable for results

How do I get my employees to be more accountable for results?

Accountability is not simply taking the blame when something goes wrong. It’s not a confession. Accountability is about delivering on a commitment. It’s a responsibility to an outcome, not just a set of tasks. It’s taking initiative with thoughtful, strategic follow-through.

And it’s necessary at all levels of the hierarchy. Executives high on the org chart can’t really be accountable unless the people who report to them also follow through on their commitments. This a struggle, of course. I have seen leaders direct, question, and plead. I have seen them yell, act passive-aggressively, and throw up their hands in frustration — all in the service of “holding people accountable.”

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