What makes managers truly effective? In this episode, I talk with Colleen Grogan about all things management. She shares some great things her manager does to make her more effective and reduce meeting fatigue. We talk about managing a remote team and a variety of personalities. We get into using AI at work and wrap it up with how to choose new leaders in your organization and how to decide if you really want to become a people manager yourself (ask these questions to people you are considering promoting to managers!!).

Here's a link to Notion, the AI platform Natalie uses: https://affiliate.notion.so/kgh7st58obsq

The Outstanding Company: Natalie's human capital consulting website

As always, email us at [email protected] if you have questions or topics you'd like us to address on the show!

In this episode of the HHBPodcast, Alexandra and Natalie discuss 5 types of wellbeing:

Physical

Financial

Career

Social

Community

We discuss how work influences them and vice versa, as well as the precursors and outcomes of wellbeing and lack of wellbeing at work.

What are employers responsibilities for employee wellbeing?

Are there any? Are they all?

What new pressures are employees putting on employers?

If you are a leader and need help with issues like these in your workplace, reach out to [email protected] or visit us at www.theoutstandingcompany.com

Resilience is the ability to bounce back when stressful situations come around. Teams can develop resilience on their own, even if the members aren't necessarily resilient individually. Natalie shares why she developed the head, heart and briefcase podcast. To develop team resilience, leaders can focus on developing team familiarity and transformational leadership. Additionally, self efficacy and optimism are precursors to individual resilience. Finally, the Outstanding Company offers a range of services specifically focused on team resilience.

Speaking Event - From Chaos to Cohesion: How to Build Team Resilience

Team (4 hour) Workshop - From Chaos to Cohesion: Build a Resilient Team

8 Week Program - Empower Emotions for Workplace Resilience 

[email protected] 

For general inquiries: [email protected]

Article: Economic Downturns Undermine Workplace Helping By Promoting a Zero Sum Construal of Success

Our human mind goes into a zero sum mentality when there's a perceived scarcity of resources - This impacts the way employees behave in the workplace, particularly during times of economic downturn or even just perceived economic downturn - Strategies to address this include encouraging a collaborative culture and formalizing joint rewards.

This week on The Head, The Heart, and The Briefcase, your hosts Natalie Grogan and Alexandra Hunt go a layer deeper into how emotional intelligence impacts our teams, organizations, and company culture. Join us for part two of this two week topic!

Episode Resources:

www.hhbpodcast.com

Natalie's LinkedIn

Predictive Index: https://assessment.predictiveindex.com/bo/pgV/PodcastEI

MEIA-W-R:  Multidimensional Emotional Intelligence Assessment – Workplace – Revised (MEIA-W-R)

The Effects of Emotional Intelligence on Communications and Relationships

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What is emotional intelligence? Is it sitting around a campfire talking about your feelings or something deeper and very necessary to take into account in the workplace? This week on The Head, The Heart, and The Briefcase, your hosts Natalie Grogan and Alexandra Hunt tackle the basics of emotional intelligence and the implications of high and low emotional intelligence in the workplace. Join us for part one of this two week topic!

Episode Resources:

www.hhbpodcast.com

Natalie's LinkedIn

Predictive Index: https://assessment.predictiveindex.com/bo/pgV/PodcastEI

A STUDY ON THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND EMPLOYEE TURNOVER

https://www.dropbox.com/s/5df8gibuy6zar28/A%20STUDY%20ON%20THE%20RELATIONSHIP%20BETWEEN%20EMOTIONAL%20INTELLIGENCE%20AND%20EMPLOYEE%20TURNOVER.pdf?dl=0

Deviant Workplace Behavior as Emotional Action: Discriminant and Interactive Roles for Work-Related Emotional Intelligence

https://www.dropbox.com/s/iamkfmqtkftrccp/Deviant%20Workplace%20Behavior%20as%20Emotional%20Action-%20Discriminant%20and%20Interactive%20Roles%20for%20Work-Related%20Emotional%20Intelligence.pdf?dl=0

Emotional intelligence and individual differences in affective processes underlying task‐contingent conscientiousness

https://www.dropbox.com/s/6rftfshz16qzxbb/Emotional%20intelligence%20and%20individual%20differences%20in%20affective%20processes%20underlying%20task%E2%80%90contingent%20conscientiousness.pdf?dl=0

Emotional intelligence and OCB: The moderating role of work

locus of control

https://www.dropbox.com/s/lvcssez1glmf3h3/Emotional%20intelligence%20and%20OCB-%20The%20moderating%20role%20of%20work%20locus%20of%20control.pdf?dl=0

Managing Job Burnout: The Effects of Emotion-Regulation Ability,Emotional Labor, and Positive and Negative Affect at Work

https://www.dropbox.com/s/8tbuxgc5rudzvg1/Managing%20Job%20Burnout-%20The%20Effects%20of%20Emotion-Regulation%20Ability%2C%20Emotional%20Labor%2C%20and%20Positive%20and%20Negative%20Affect%20at%20Work.pdf?dl=0

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Join your hosts, Natalie Grogan and Alexandra Hunt "after hours" as they dig into conversation around questions and comments from listeners regarding Episode 101: Entitlement in the Workplace.

Show Links:

www.hhbpodcast.com

Link to the Predictive Index Behavioral Assessment: https://assessment.predictiveindex.com/bo/pgV/PodcastEI

Natalie's LinkedIn

In this week’s episode, Natalie Grogan and Alexandra Hunt sit down to discuss the effects of entitlement in the workplace and what we can do to combat this not so silent culture killer.

Source Information:

Website: www.HHBPodcast.com

Link to Natalie’s LinkedIn

Article One: From Good Soldiers to Psychologically Entitled: Examining When and Why Citizenship Behavior Leads to Deviance

Article Two: Adding Fuel to the Fire: How Non-Contingent Bonuses Relate to Entitlement and Affect Pursuit of Worker Self-Interest

Article Three: A Moral Disengagement Investigation of How and When Supervisor Psychological Entitlement Instigates Abusive Supervision