Leaders have endless competing priorities. At the same time, I believe we are at a pivotal moment to stand up for what's right when it comes to prioritizing people's well-being.

In this episode, I share the following tips to become a master people-prioritizer:

1.      Evaluate your priorities as they stand today based on your calendar It’s easy to say that something is a priority, but then you look at your calendar and you have zero time dedicated to that thing. Think about what % of your time makes sense for people management and work up to that number over time.                     

2.      Ask yourself what the quality of your relationships with your team is. If it’s good- how you can continue to make it better? Ask your team what they need from you to do that and be open to what kind of feedback you might receive.

3.      If your calendar is completely stacked and people have a hard time accessing you, consider blocking your calendar for open office hours, or just free time to do chat check-ins with people. The idea is that you’re presenting yourself as available for support and connection.  

4.      Work with other leaders to understand how they prioritize their people. This may not be something you can carry yourself if as a leadership team, you’ve all committed to the same strategic plan. If you find that organization-wide there is a gap in how people are prioritized, is there room for re-evaluation with your team if you find you need more space for your people?

I know that leadership can feel hard. But here is the thing...you have a choice in your hard. You can either keep grinding and trying to GET people to do the things you want them to do. Or, you can create an environment where they will naturally make that choice. Neither option is the easy route. But one is going to be much more productive and fulfilling than the other. Listen to the episode to find out which is which!

This season we are starting episodes with deep breaths and leaving all of the self-judgment at the door.

In this episode, we dig into what it means to be a partner leader. I propose 7 different pieces of evidence of a non-partner leader for you to reflect on and leave you with TWO ideas to create a deeper, more trustful relationship with your people.

Just in case you want to reflect more deeply on the pieces of evidence you can find them below. Allow this list to challenge you:

I am so excited to bring you season two! This season we will be talking about WHO you need to be to create a culture where your people can trhive.

The final episode of season one. WHAT! In this episode, I share what I've learned over the last few months of creating this show and my ideas for the next season of Works Well.

I love you. Thank you for being with me on this journey!

Listen... I get it. Feedback can be really hard! Communication is so heavily connected to our environment and childhood experiences that it's no wonder so many of us don't have the tools necessary to give and receive feedback productively.

In this episode, I share my personal journey with feedback and leadership while giving you some tangible tips that you can use to become a feedback- receiving CHAMP!!

I used to be paralyzed by feedback. It would cause me so much anxiety that I would eventually just choose not to share it because I was more concerned with what others thought about me and I didn't want to shake the boat. Today. I feel MUCH more confident in my ability to share feedback. In this episode, we will explore two models for sharing feedback - The Feedback Sandwich and Pendleton Model. I am SUPER excited to share some real-ness with all of you here.

Episode 15 was all about the role of middle management. Consider this part TWO to understand what is required at the leadership level for successful workplace wellness. Together, we will take a deep dive into how to align the vision and mission of your organization with the well-being of your people and how a human-centered approach fits into the strategic plan. This is an amazing episode for any leaders who feel pulled toward workplace well-being but just aren't sure where to start!

When you hear the words "communication strategy" do you get spooked?! I have totally been there. I thought communication strategies required a marketing background. Now I understand that it really can be SO simple. In this episode, I provide tools for understanding your population's needs, setting goals, developing an annual calendar, and more. I also make a special offer to share my calendar template with you! All you have to do is message me on Instagram at WorksWellPodcast to get your hands on it!

I am so, so convinced that middle management is the key to healthy work environments. Middle managers have a really unique opportunity to connect with employees while simultaneously holding leadership's goals and vision. They set the tone for culture to form. Research tells us that poor management is the top indicator of stress for employees. We have a MAJOR opportunity to build up our managers to create better work environments. In this episode, I offer tactical advice on where managers can start. 1. Knowing your benefits package WELL. 2. Develop communication with your team to share resources. 3. advocate for human-centered training.

You can get the entire overview in this episode!