Leaders Romans Group’s Post

Feelings of appreciation, inclusion, and belonging start with an individual being able to identify the impact they’re making on overall company objectives. Those who discuss their impact on company goals are over 2x more likely than others to feel recognized by leaders. Furthermore, those who discuss their impact on company goals are also significantly less likely to have considered leaving their job due to feeling unheard or undervalued. Do you know how your role impacts the strategic objectives at your company? And if so, do you and your leaders discuss your impact regularly?

What piqued my interest last week… As I navigated returning from a week’s leave and supporting my eldest child as he returns to school for his last term pre HSC I have been reflecting on the challenges people face at different life stages, balancing work and personal demands. When others are at the same stage as you, in the thick of it, they intuitively understand what you are going through without you having to explain – your friends at the same stage get it. Do your colleagues with whom you likely spend more time? I have also noticed how easy it is to forget the specific challenges of those stages you have passed through some time ago, let alone try to understand those stages or experiences you have never encountered. Whether the differences are life stage or generational it is undoubtedly easier to relate when there are similarities, but do we seek to truly understand where there are differences? Generational bias is not a new focus for organisations and yet it does not seem to get quite the same ‘air time’ as other differences such as gender or race – be that the positive aspects of multi generational workplaces and teams, or the challenges. I am currently coaching one leader whose Inclusive Leadership scores are really very high and have been navigating what value I could add (For more on our assessments see link below). When we started to explore what was frustrating her most with her team it immediately became apparent that she was struggling with some of the generational differences and attitudes of some of her younger team members – They’re softer, not as tough. We had to put up with things, they expect the world - and this was starting to impact on relationships and team dynamics. I encouraged her to have a Catalyst Conversation, the intent of which is to is to build increased understanding of diverse lived experiences across various social identities. Its just the start and she has already reported a deeper appreciation for their motivators which is helping a little with managing the frustrations. Helping others understand what we are going through in our life stage or our generational perspective gives deeper context to why we ‘show up’ the way we do, it mitigates against misunderstandings and eases, if not removes, frustrations.

Respect is a fundamental pillar of success, both personally and professionally. The adage, "Respect breeds fortune, while disrespect leads to misfortune," serves as a timeless reminder of its significance. As we navigate life, we recognize how respect enriches our relationships, enhances collaboration, and paves the way for growth and opportunity. In the workplace, respect must be reciprocal. Employees are expected to honor their leaders and colleagues, but it is equally critical for employers and senior management to demonstrate respect towards their teams. This mutual exchange of respect cultivates a positive, inclusive, and highly productive environment, fostering stronger relationships and improving overall team dynamics. To effectively integrate respect into the workplace culture, open communication, active listening, empathy, and recognition of contributions are key. These practices not only promote a healthy work environment but also empower teams to navigate challenges with unity and achieve shared goals. #WorkplaceRespect #Leadership #TeamCulture #MutualRespect #Productivity #ProfessionalGrowth #InclusiveWorkplace #EmpathyInLeadership

Just about finished watching the Wrexham documentary – initially because I'm a bit of a Ryan Reynolds fan! 😍 But wow, did it offer some powerful insights into culture. Whether it's a workplace or a school, the key takeaways are undeniable: 1. ♥️ Passion and Dedication ♥️ The drive and commitment of everyone involved, from the owners to the fans, showed how passion can drive success. 2. 👬Community and Belonging👬 Building a sense of community and belonging can transform any environment, making people feel valued and motivated. 3. 🌱Resilience and Growth 🌱 Overcoming challenges and adapting to change is essential for growth, a lesson applicable in any setting. The Wrexham journey is a testament to how a strong, positive culture can lead to extraordinary achievements. Definitely worth the watch – and not just for Ryan Reynolds! 😉 #culture #leadership #growthculture

In my View, “Equity is everyone’s job: Using Leadership Behaviors to Promote Equity” shares important ideas about fairness in leadership. Equity means giving everyone the same chances, even if it means treating people differently based on their needs. Leaders can create a fair and safe workplace by using specific behaviors. These behaviors can help lift people up, build their confidence, and make them feel valued. It also provides clear and practical steps for promoting equity at work, making it a helpful read for anyone wanting to support a fair and inclusive environment. By using specific leadership behaviors to promote equity, leaders can create a fair and psychologically safe environment where all employees feel valued and respected. This not only helps individuals thrive but also improves overall team performance and innovation. Promoting equity also helps to break down systemic barriers and build a more inclusive and just society. Hannah Aoyagi

Yesterday was National Boss Day, and we’d be remiss if we didn’t celebrate our company’s President, Iain Dobson, and our Executive Vice President, Jeff Emerine. In the world of leadership, knowing when to be serious about work and when to embrace fun is key to fostering a thriving team culture. Great leaders understand that productivity thrives in a positive environment. While there are times to buckle down and focus on goals, there are equally important moments to lighten the mood and encourage creativity. By recognizing this balance, we not only drive results but also build trust, strengthen relationships, and promote well-being among our teams. It’s in these moments of levity that innovation can spark and camaraderie can flourish. Let’s embrace the duality of leadership! Being serious about our work doesn’t mean we can’t have fun along the way.

Absolutely! Promoting the wrong individuals can indeed lead to demotivation and frustration among talented employees who may be better suited for the promoted position. This can ultimately result in the departure of skilled employees, causing the organization to lose valuable talents. Thorough evaluation and promoting people for the right reasons are crucial. It's essential not only to assess someone's performance in their current role but also their potential to succeed in the new role!

This is absolutely the most powerful statement in business and exactly where good businesses fail. The flipside is when you are making the decisions it is sometimes tricky to see the full scope the person.

I can tell you firsthand that there is a real cost associated with being the first, the only, or the other. Navigating this involves not just meeting the demands of work and leadership, but also mitigating the stereotypes, side conversations and misconceptions that my peers may hold about my identity.Things to try1. Mentorship and Sponsorship Programs: It's crucial to establish mentorship and sponsorship initiatives specifically designed for diverse leaders. These programs provide the support, guidance, and advocacy needed to alleviate the unique pressures faced fostering a more inclusive environment.2. Bias Awareness Training & Implementation-Comprehensive bias awareness training for all employees is essential. By focusing on recognizing and addressing stereotypes and misconceptions, we can create a more understanding and supportive workplace culture, thus reducing the additional emotional labor placed on diverse leaders.3. Inclusive Policies and Practices: Develop and enforce inclusive policies that actively support diversity at all leadership levels. This includes transparent promotion processes, equitable access to opportunities, and creating platforms for diverse voices to be heard and valued.

In my first 30 days in my new role, I had the opportunity to promote a hardworking, enthusiastic, and very deserving person on my team. When I first met Melinda, she was quiet and reserved, seemingly assessing her surroundings before speaking. This is quite different from how I typically operate, but as the days passed, I quickly recognized her potential. Her work was nearly flawless, and she had a natural inclination to share innovative ideas and solutions with her team members and me . I could see in her the qualities of a future leader. It didn’t take long for me to realize that Melinda’s contributions were invaluable, and I knew she was ready for more responsibility. After discussing her potential with leadership, I was surprised and delighted at how supportive they were of my recommendations. Their openness to my suggestion and empowerment of my decision-making confirmed that I had chosen the right organization. This environment of trust and empowerment was something the military had prepared me well for, and it was refreshing to see it in action in my new role. As a manager the last couple years, I’ve learned that the key to building a strong, self-sustaining team is empowering employees and having a clear plan for succession. When people feel valued and see a path for growth, they are more engaged, productive, and proud of the work they produce. This experience reinforced the importance of being intentional about employee development and fostering an environment where future leaders can thrive. Meet some of our team, including our newly promoted member, Melinda, who is wearing the maroon shirt. #TeamSpotlight #PromotionCelebration #NewlyPromoted #TeamSuccess #WorkplaceWins #TeamGrowth #EmployeeRecognition #CareerMilestone