Transitioning to your first management role is an exciting career milestone. Having coached and trained hundreds of managers and business owners, podcast host Corina Walsh realized that most first-time managers struggle with the same 3 issues or concerns those first few months in their new leadership role including:

1. How to transition from peer to leading your peers;

2. How to lead a team when you are younger than your direct reports;

3. How to lead a team when you lack the technical expertise.

In this third and final episode of this 3-part series, host Corina Walsh will share:

• How to manage your emotions and confidence when you are leading a team without the technical expertise
• Where to put your focus as a non-technical expert manager
• The skills a manager will need to lead a team without the technical expertise.

Here are the links to guide and programs mentioned in the episode:

Free Guide:

https://shiftpd.com/

Managing Made Easy™ Program:

https://shiftpd.com/management/

Transitioning to your first management role is an exciting career milestone. Having coached and trained hundreds of managers and business owners, podcast host Corina Walsh realized that most first-time managers struggle with the same 3 issues or concerns those first few months in their new leadership role including:

1. How to transition from peer to leading your peers;
2. How to lead a team when you are younger than your direct reports;
3. How to lead a team when you lack the technical expertise.

In the second episode of this 3-part series, host Corina Walsh will share:

• How to get off on the right foot when you begin leading a team when you are the youngest person on the team
• The importance of demonstrating respect for the experience of your team members
• What to do you if a team member is not getting on board with your leadership style

Here are the links to guide and programs mentioned in the episode:

Free Guide:

https://shiftpd.com/

Managing Made Easy™ Program:

https://shiftpd.com/management/

Transitioning to your first management role is an exciting career milestone. Having coached and trained hundreds of managers and business owners, podcast host Corina Walsh realized that most first-time managers struggle with the same 3 issues or concerns those first few months in their new leadership role including:

1. How to transition from peer to leading your peers;
2. How to lead a team when you are younger than your direct reports;
3. How to lead a team when you lack the technical expertise.

In this first episode of this 3-part series, host Corina Walsh will share the 3 key things managers need to know to confidently transition from a peer to the leader of your peers including:

• The mind-set shift required to lead
• How to deal with the change in relationship with your peers
• What to do if your team members are not happy about your promotion
• How to set boundaries with team members

Here are the links to guide and programs mentioned in the episode:

Free Guide:

https://shiftpd.com/

Managing Made Easy™ Program:

https://shiftpd.com/management/

Mimi Bishop and Jackie Ghedine are on a mission to make Generation X the wealthiest female generation. Their mission is timely and necessary given the fact that women are still only making 84 cents on the dollar and hold only 24% of senior leadership roles.

In episode 7 host Corina Walsh will explore key issues that are still holding women back in the workplace with the two founders of Modern Gen X Woman - a company built by Gen X women, for Gen X women offering business and career coaching with the goal of advancing women by teaching them to own their worth, express their influence and articulate their value leading to professional success and wealth.

Three powerhouse women will discuss:

• The experience of Gen X women in the workplace today
• How generational upbringing and beliefs have led women to sit on the sidelines for too long and what women can do to elevate themselves at work
• The recognition gap that exists for Gen X women
• What Gen X women want and need from their employer
• How companies can recognize Gen X women to keep brilliant talented women from walking out the door
• Why you are never 'too old' to start over or work toward your dreams

How to contact Mimi Bishop and Jackie Ghedine:

Website: https://moderngenxwoman.com/

Podcast: Modern Gen X Woman Podcast - https://podcasts.apple.com/us/podcast/modern-gen-x-woman/id1489096550

LinkedIn: https://www.linkedin.com/in/jackieghedine/

Facebook: Modern Gen X Woman Facebook Group –https://www.facebook.com/groups/moderngenxwoman

One thing that separates a memorable leader from an 'okay manager' is a leader's ability to tune in to the needs of their employees. Unfortunately, many companies still wait until an employee has submitted their two-weeks notice to ask them about their experience working for the company, a.k.a. the Exit Interview.

In this episode of The People and Culture Success Show, host Corina Walsh will share:

• Why all managers must be tuned in to their employee's level of engagement and motivation when they show up for work each day
• A simple 2-question conversation every manager must be willing to have with an employee when they notice a change in an employee's engagement or motivation level
• An important story to share about the dangers of waiting until an employee resigns to ask them why they are leaving

The link to register for the free micro-course mentioned near the end of the episode can be found here: https://us02web.zoom.us/webinar/register/WN_CIkQQ4lGTqyXYR-R9_9r3Q

Does personal trauma impact how we lead and if so, to what extent?

Many of us have experienced some level of trauma as a child or in adulthood but rarely do we take a step back to consider if a traumatic experience from the past is impacting how we work and lead TODAY.

Teresa Vozza is a leadership expert, certified executive coach, and former Human Resources Executive with over 20 years of corporate experience. She has firsthand experience with personal trauma and how it can impact your ability to lead and how you show up at work years later.

In this episode of The People and Culture Success Show Teresa shares pieces of her own experience with trauma and how it led her to work with companies and leaders to create space for heart-centred leadership conversations.

Corina and Teresa discuss:

• What is Heart-centered leadership and how leading from a place of compassion can support anyone who has experienced personal trauma
• How negative experiences and trauma can impact how we work and lead
• What you can do if you think past trauma might be impacting your work and leadership
• Moving away from blame and toward co-creation of psychologically safe workplaces.

How to get in touch with Teresa Vozza:

Website: https://www.teresavozza.ca/

Social: @teresavozzacoaching

Email: [email protected]

Companies spend hundreds of millions of dollars on different types of employee engagement strategies each year, yet employee engagement levels have barely moved in decades. In fact, employee engagement levels have decreased slightly since 2019 (Gallup).

On episode 4 of The People and Culture Success Show, host Corina Walsh will provide her insights as to why employee engagement strategies often do not have the impact companies expect. Spoiler alert: Employee engagement isn't the responsibility of the Human Resources department!

Here's what you can learn from this episode:

• The two biggest mistakes we make when we talk about employee engagement
• Why the investment companies are making to improve engagement isn't having an impact
• Why the 3 Ps (perks, parties, and prizes) of employee engagement are relied upon so heavily by companies but rarely work to engage employees
• Corina's most effective strategies anyone can use to raise engagement levels in their organization.

A more progressive and holistic approach to leading people includes encouraging employees to work from their strengths every day. While ADHD can present certain challenges for individuals with this condition, a neurodiverse workforce can be a strength for any company.

In this episode, host Corina Walsh will dive into how workplaces can 'work better' for employees diagnosed with ADHD. Podcast guest Meagan Campbell is a tech marketer who was diagnosed with ADHD as an adult. She will share:

• Her experiences in the workplace before and after she was diagnosed with ADHD
• How to navigate conversations with a manager if you have been diagnosed with ADHD
• What any company can do to support neurodivergent individuals.

Meagan and Corina will discuss why employers should prioritize providing a safe space for everyone in their workplace including neurodivergent people and the role of culture and relationships with your colleagues in providing that sense of psychological safety.

Key Takeaways

• Beginning of today's episode.
• Definition of ADHD and its different types.
• Megan's experience before being diagnosed with ADHD.
• Struggles in bringing up the topic of ADHD in the workplace.
• What every workplace needs to know about supporting neurodivergent employees.
• How co-workers can support neurodivergent colleagues.
• Megan's advice to persons with ADHD.

Resources:

• What topics or issues would you like to have addressed, answered, or hear more about on our podcase? Email us at [email protected]

Definitions and resources on neurodiversity by Meagan Campbell

Neurodiversity refers to a GROUP.

INDIVIDUALS are either neurotypical or neurodivergent.

Neurotypical is used to describe individuals whose brain develops and functions in ways that are considered usual or expected by society.

Neurodivergence is the correct term for describing brains that develop or work differently; it includes multiple neurological conditions, such as autism and ADHD.

There's no such thing as a "neurodiverse person."

✔️ You can say a team is neurodiverse (or a company, etc.).

✔️ You can say that neurodiversity is valued on your team.

✔️ You can use phrases like neurotypical people and/or neurodivergent people as collective nouns.

**If an individual person who is neurodivergent does want to identify themselves as a "neurodiverse person," that's their prerogative! But neurotypical people should avoid describing someone that way unless they've been asked by the person to do so.

Useful Links:

How to (Explain) ADHD:

https://www.youtube.com/watch?v=jhcn1_qsYmg

How women and girls with ADHD are given short shrift with treatment, other forms of help:

https://www.washingtonpost.com/health/how-women-and-girls-with-adhd-are-given-short-shrift-with-treatment-other-forms-of-help/2020/05/15/a7971486-8596-11ea-878a-86477a724bdb_story.html

Secrets of the ADHD Brain:

https://www.additudemag.com/secrets-of-the-adhd-brain/

Black Girl, Lost Keys:

https://blackgirllostkeys.com/

Why People Living With ADHD Are Often Misjudged As 'Lazy':

https://theswaddle.com/why-people-living-with-adhd-are-often-misjudged-as-lazy/

I was diagnosed with ADHD as an adult. Now I realize how misunderstood this condition is:

https://www.cbc.ca/radio/docproject/i-was-diagnosed-with-adhd-as-an-adult-now-i-realize-how-misunderstood-this-condition-is-1.5978042

When growing a start-up, taking a people-first approach to building the culture can help founders attract and retain top talent. HR plays a vital role in helping start-ups build a solid 'people-first' foundation in addition to helping emerging leader founders avoid some common 'HR' mistakes as they grow their company.

But when should a start-up hire a Human Resource or People and Culture professional? Do all start-ups require a full-time HR Manager or is a part-time HR Advisor sufficient during the start-up phase?

In this episode, Julie Lespérance, a world-class startup advisor, mentor, educator, and the CEO & Founder of Shine HR, will answer these questions and more as she explains her uncomplicated approach to HR to help her start-up clients scale their businesses.

Raised by entrepreneurial parents, Julie Lespérance has always been fascinated with communication and how humans connect to accomplish great things. She is a chartered professional in human resources with over 20 years of HR and leadership experience. Her company, Shine HR for Start-ups supports small businesses, founders, and startup leaders to create great places to work across the globe.

Julie makes HR exciting and today she's in the show to radiate her energy for people and culture. Key Takeaways:

• The shift from being reactive to being proactive in HR matters
• How can emerging start-up leaders become good people managers?
• How does she advise her start-up clients to support learning in their company?
• Her philosophy around leadership development.
• The importance of finding a community of people that you trust.
• Evaluating what your business needs genuinely are before you hire.

Resources:

• Julie's Profile
• The Shine HR
• Instagram: @shiftpdcorinawalsh
• @Managing Made Easy

What do job seekers care about the most these days?

If you're thinking it's money, you might be wrong. Gone are the days where you can lure them with a paycheck and perks. What matters to employees and how employers are responding is changing in a big way. The pandemic has played a huge role in the reinvention of company culture, and the needs and wants of millennials and Gen Z has helped reshape the workplace.

In this first full episode, I will be talking about the possibilities for workplace and cultural reinvention and what that means. I will dig deeper into the opportunities available for all companies to stand out as a top place to work in a post pandemic environment. I will reveal my simple strategy for developing an employee experience that employees will rave about as well as some key points about crafting your workplace culture in a remote environment.

Key Takeaways:

• Where do you start on that reinvention and reimagining the best company experience?
• The importance of asking the right questions at the right time.
• How to use a pulse survey for employees to craft a better experience for them.
• How to improve and maintain the workplace culture when you're working remotely.

Resources:

• Instagram: @shiftpdcorinawalsh
• Managing Made Easy