Mindful Employer Canada’s Post

Do you often find your people/teams complaining? Marshall Goldsmith once interviewed more than 200 clients and discovered, “A majority of employees spend 10 or more hours per month complaining — or listening to others complain and a third spend 20 hours or more per month doing so.” 𝗪𝗵𝘆 𝗱𝗼 𝗽𝗲𝗼𝗽𝗹𝗲 𝗰𝗼𝗺𝗽𝗹𝗮𝗶𝗻? Because it feels good, it's minimal risk and easy. When we complain about someone else, our uncomfortable feelings and pent-up energy begin to dissipate. What we call "venting", or "blowing off steam". What goes unnoticed is, that 𝗰𝗼𝗺𝗽𝗹𝗮𝗶𝗻𝗶𝗻𝗴 𝗰𝗿𝗲𝗮𝘁𝗲𝘀 𝘀𝗲𝘃𝗲𝗿𝗮𝗹 𝗱𝘆𝘀𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝘀𝗶𝗱𝗲 𝗲𝗳𝗳𝗲𝗰𝘁𝘀 (beyond time): It creates factions, prevents or delays productive engagement, reinforces dissatisfaction, riles up others, breaks trust, and,  potentially, makes the complainer appear negative. The BIGGEST- it can be ADDICTIVE- feeding the spin of a destructive, never-ending cycle. The more they complain, the more likely they will be frustrated by releasing the pent-up energy sideways. 𝗖𝗼𝗺𝗽𝗹𝗮𝗶𝗻𝗶𝗻𝗴 𝗶𝘀 𝗮 𝘃𝗶𝗼𝗹𝗲𝗻𝘁 𝗺𝗼𝘃𝗲 𝘁𝗼 𝗶𝗻𝗮𝗰𝘁𝗶𝗼𝗻. 𝗜𝘁 𝗿𝗲𝗽𝗹𝗮𝗰𝗲𝘀 𝘁𝗵𝗲 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗮𝗰𝘁. 𝗜𝗻𝘀𝘁𝗲𝗮𝗱, 𝗯𝗿𝗮𝘃𝗲 𝘁𝗵𝗲 𝗿𝗼𝘂𝘁𝗲 𝗯𝘆- #Notice- the adrenaline spike or the can-you-believe-that-just-happened feeling (e.g., someone yelling in a meeting). #Emotional courage- breathe and feel the energy about the situation without needing to dissipate it immediately, feeling overwhelmed or shutting yourself down. #Understand- the part about what’s actually happening that is complain-worthy (e.g., It’s not okay to yell and disrespect others in a meeting.) #Direct-channel it so it doesn’t leak out sideways. Decide what you can do to draw a boundary, ask them to shift their behaviour, or otherwise improve the situation (e.g., “Please let’s respect each other in our conversations.”) #Action- let the uncomfortable feeling lead you to take productive action. Follow through on your idea (e.g., actually say: “Please let’s respect each other in our conversations.”) In my #coaching #practice, I hear many anecdotes from leaders spending precious time responding to complaints and why people don't come and talk. #HR & #Business #Leaders- Do you face similar challenges? What approaches to reduce employee/customer complaints have worked for you? #reframecomplaints #improveproductivity #engagement #communication #channeltheenergy #leadershipcoaching #identifygaps #facilitation #itaallaboutyou Follow Shivaani Talesra and hit🔔for more insightful and inspiring posts. #Repost if you find value.

During my business trip this week, I returned to my hotel room to find a delightful surprise: a beautifully crafted towel elephant accompanied by a small card from the housekeeper. The card included his name and a request for feedback. I was genuinely impressed by this creative and thoughtful gesture to invite input. Reflecting on this, it struck me how often, in the corporate world, we approach feedback as a routine part of performance management, rather than a meaningful opportunity for growth. True self-improvement requires going beyond the basics—seeking authentic, constructive feedback with genuine care and effort. This housekeeper’s initiative is a powerful reminder of the impact of such a mindset. Now did I provide the housekeeper good feedback? You bet I did. #Feedback

Does admitting a mistake at work feel like walking a tightrope over a pit of hungry lions? 🙋♀️🙋🏿 We all crave that mythical workplace where speaking up doesn't mean risking your job or getting the dreaded side-eye. It's called "psychological safety," and it's not just a buzzword – it's the secret sauce for a thriving team, the very foundation of a true Culture of Connection™. Imagine a 27% productivity boost and a 76% surge in engagement. That's what happens when people feel safe to voice ideas, even the "crazy" ones. It's not magic, it's good leadership – the kind that transforms a stagnant workplace into a vibrant dance floor where everyone's eager to participate. But let's be real, most workplaces are more like a minefield than a dance floor. 53% of employees are downright unhappy, 58% trust strangers more than their boss, and a whopping 79% who quit blame feeling unappreciated. Yikes. So, how do we fix this mess and get everyone on the dance floor? Culture is King: Build a positive team vibe where everyone feels valued and heard. Think regular check-ins, celebrating wins, and encouraging open communication. That's the rhythm that gets people moving. Boss Up: Managers, get to know your people! One-on-ones are key. Listen, support, and give feedback that actually helps. In Dance Floor Theory™ we call this Being The Spatula, where you get out and get to know your people. Be the DJ who sets the right tone, not the bouncer turning people away. Invest in Growth: Offer leadership training and mentorship. Show your team you're invested in their future, and they'll invest in yours. Help them find their groove and watch them shine. Fail Forward: Mistakes happen. Make it safe to learn from them, not fear them. Celebrate the effort, even if the outcome's a bit wonky. Remember, even the best dancers trip sometimes. Creating psychological safety isn't about coddling your team; it's about building trust, the cornerstone of Engagement Based Leadership™. When people feel safe to take risks, the whole company benefits. So, let's turn those cautious Neutrals into confident Level 5 Leaders of your dance floor. #psychologicallsafety #leadership #teamwork #dancefloortheory #cultureofconnection #EngageYourPeople

1. Empathy Builds Legacies 💡 How you treat employees during tough times says more about your leadership than any title ever will. When someone leaves your organisation—whether due to performance issues or a toxic environment—they may move on and thrive elsewhere. But they’ll never forget the lack of empathy they experienced. 🔑 Leadership is about lifting others, even in moments of parting ways. Let your legacy be one of respect and kindness, not one of ego and fear. #LeadershipWisdom 💼 #EmpathyMatters ❤️ #RespectAtWork 🙌 #BeTheChange 🌟 --- 2. Ego Is Temporary, Dignity Is Forever 🔔 Leaders, remember this: the power of your position is fleeting. What truly endures is how you treat others—especially when the situation is difficult. 🚫 Shouting, humiliating, and disrespecting employees may seem like a quick fix, but the scars of such behavior linger long after they’ve left. ✅ Instead, choose empathy and dignity. These values create a workplace culture that thrives and uplifts everyone. True leadership is measured by how you treat others when they’re at their most vulnerable. #EmpathyInLeadership 🤝 #WorkplaceWellness 🌱 #CorporateCulture 🌏 #LeadershipMatters 🌟 --- 3. Lead, Don’t Rule 🌟 In the world of leadership, ego-driven decisions might win battles, but they lose hearts. Every employee you dismiss without dignity, every harsh word, and every moment of humiliation stays in their memory. While they may move on, the imprint of your behavior remains. 💡 Be the leader who supports, communicates, and treats others with the respect they deserve—even in challenging times. Leadership isn’t about control; it’s about connection. #LeadWithEmpathy ❤️ #RespectInLeadership 🙌 #CorporateResponsibility 🌍 #PositiveWorkplace 🌈 --- 4. Leadership That Uplifts ✨ The greatest leaders are those who can part ways with employees without leaving bitterness. 🤔 Ask yourself: Did I listen? Did I treat them with dignity? Did I communicate with empathy? If the answer is no, then the damage is done. But it’s never too late to change. Empathy isn’t a weakness—it’s the foundation of strong leadership. 💼 Let’s build workplaces where people feel valued, no matter the circumstance. #WorkplaceEthics 💡 #RespectEmployees 🙏 #LeadershipGoals 🌟 #EmpathyWins 💚

Let us continue with the topic we started last week. We are talking about mistakes #leaders usually end up making and which, with a little care can be avoided. Let us see some more today. #performance #appraisal is that time of the year each employee eagerly looks forward to. This is also an opportunity for the leader to actively engage with the team, discuss openly areas that need working, give a pat on the back for a job well done and encourage continuous learning. Many do it, many do not. For those who do not, it is a missed opportunity to engage. I have known leaders who do this discussion with the entire team (7-10 people) in a span of a few hours! This too is an opportunity wasted. Second, and more important why wait for that time of year to do this activity. A pat on the back, honest #feedback can be done all year round. #delegation is one of the key tools available to the leader. It achieves multiple goals - it helps you develop the team, it helps you empower the team, it also helps you free your own time to focus on things only you should be doing. Yet, this is one of the most underutilized tools by leaders. Reasons vary - not willing to let go of control, fear of the employee taking the limelight, fear of failure - what if the employee fails to deliver or simply putting it off - let me finish this one crucial task before I start delegating. There is no perfect time, you can start doing it at the very first opportunity you get and be amazed at the benefits. The workspace is where employees spend a majority of their time, it is like a second home. And like the home, the workspace also needs to provide #security to all who work there. More than physical security it is the mental security that needs to be taken care of. Do your employees feel safe, are they terrorized at the prospect of making a mistake, do they feel comfortable in sharing things with you other than work. Do your women employees feel safe? All are equally important things and should be on the radar of each leader. If it is not, do make all efforts to attend to these issues as well. Start with smiling when an employee comes trembling that he/she goofed up. We shall continue on this topic in the coming week. As always, please do share your thoughts on topics discussed and what you would like to be taken up. #coaching #executivecoaching #leadershipdevelopment

What is workplace happiness in 2024? For this International Week of Happiness at Work it is an important question to ponder, and one without a straightforward answer. In this article I've highlighted one area which I think is key: the behaviour and micro-interactions of our leaders (and managers). Happiness matters beyond just being a nice-to-have. In a 2017 survey of two thousand American workers, one in three had left a job "due to an annoying or arrogant co-worker", and respondents reported that their number one source of tension at work was interpersonal relationships. As I wrote in 𝘋𝘰 𝘚𝘸𝘦𝘢𝘵 𝘵𝘩𝘦 𝘚𝘮𝘢𝘭𝘭 𝘚𝘵𝘶𝘧𝘧: "Micro-interactions form a huge part of our experience of work, and of life. They influence how we perceive our job, our manager, and our team. They affect whether we feel valued, seen, understood and supported; or ignored, marginalized, exploited and taken for granted. They often determine whether we have a good day or a bad one." Read more from me and seven other excellent contributors including Beth Stallwood and Lauren Neal in this article from theHRDIRECTOR to discover ways in which you can support happiness at work, for you, your team and your organisation: https://lnkd.in/eXXAjkDz Want to learn more for yourself? Join my free workshop this Wednesday lunchtime: 𝙎𝙢𝙖𝙡𝙡 𝙎𝙩𝙪𝙛𝙛, 𝘽𝙞𝙜 𝙄𝙢𝙥𝙖𝙘𝙩: 𝙃𝙤𝙬 𝙩𝙤 𝙝𝙖𝙧𝙣𝙚𝙨𝙨 𝙩𝙝𝙚 𝙩𝙧𝙖𝙣𝙨𝙛𝙤𝙧𝙢𝙖𝙩𝙞𝙫𝙚 𝙥𝙤𝙬𝙚𝙧 𝙤𝙛 𝙢𝙞𝙘𝙧𝙤-𝙞𝙣𝙩𝙚𝙧𝙖𝙘𝙩𝙞𝙤𝙣𝙨. Link to sign up is here: https://lnkd.in/eNjkpUjK 👋 𝘐'𝘮 𝘚𝘢𝘳𝘢𝘩, 𝘢𝘯 𝘦𝘹𝘦𝘤𝘶𝘵𝘪𝘷𝘦 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘤𝘰𝘢𝘤𝘩, 𝘴𝘱𝘦𝘢𝘬𝘦𝘳 𝘢𝘯𝘥 𝘢𝘶𝘵𝘩𝘰𝘳. 💡 𝘛𝘢𝘭𝘬 𝘵𝘰 𝘮𝘦 𝘢𝘣𝘰𝘶𝘵 𝘩𝘢𝘳𝘯𝘦𝘴𝘴𝘪𝘯𝘨 𝘵𝘩𝘦 𝘱𝘰𝘸𝘦𝘳 𝘰𝘧 𝘵𝘩𝘦 "𝘴𝘮𝘢𝘭𝘭 𝘴𝘵𝘶𝘧𝘧" 𝘪𝘯 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘰𝘳𝘨𝘢𝘯𝘪𝘴𝘢𝘵𝘪𝘰𝘯 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘤𝘰𝘢𝘤𝘩𝘪𝘯𝘨, 𝘵𝘳𝘢𝘪𝘯𝘪𝘯𝘨, 𝘰𝘳 𝘴𝘱𝘦𝘢𝘬𝘪𝘯𝘨 𝘢𝘵 𝘺𝘰𝘶𝘳 𝘦𝘷𝘦𝘯𝘵. 📘 𝘎𝘦𝘵 𝘺𝘰𝘶𝘳 𝘤𝘰𝘱𝘺 𝘰𝘧 𝘋𝘰 𝘚𝘸𝘦𝘢𝘵 𝘵𝘩𝘦 𝘚𝘮𝘢𝘭𝘭 𝘚𝘵𝘶𝘧𝘧 𝘩𝘦𝘳𝘦 https://amzn.to/3XBdaGv #internationalweekofhappinessatwork #dosweatthesmallstuff #smallstuffbigimpact #executivecoach #author #speaker #leadership Ambition PR Practical Inspiration Publishing

I saw a post the other day regarding leadership and how some leaders treat others in different situations. This is my take on some areas of what I think is important to be a successful leader in this day and age. Every leader in any leadership role, needs to understand that not everyone can be painted with the same brush. Everyone thinks, learns, works, understands, engages and communicates differently in all aspects of life. As a leader, you should understand your employees and learn their strengths and weaknesses. Learn more about who they are and what their skill sets are. This will help to move people around and cross train them to increase their skill set in different areas, which will allow you to fill different tasks when you have any employee absences. COMMUNICATION IS KEY!!! If your expectations are not CLEARLY communicated to your employees, how can you get upset or give them trouble when your employees don't meet your expectations. If an employee doesn't meet your expectations, first ask and listen to their understanding of what was expected of them. Most times it's an innocent misunderstanding and will just need to be clarified. If it continues, then a more serious conversation will be needed. Progressive disciplinary steps. Maybe additional training as well. Treat and talk to everyone (CEO, janitor, driver, etc.) with respect, trust and integrity, even on a personal level. This will help create a good report with your co-workers/employees. This will also help in creating a good, positive and healthy team environment, which should increase productivity and quality as well. Get your team engaged by getting feedback and ideas from them regarding Health and Safety, continuous improvement, or 5S projects. Make them feel heard. There is no such thing as a bad idea. Everyone wants to be appreciated for their performance while completing their job duties. Even though they are getting paid to do the job, it is important to acknowledge your employees and their accomplishments. It takes nothing to say "great job getting the (task) done yesterday. I appreciate your help and efforts to get that done. Thanks." An employee who feels appreciated will want to perform better more often, which will help with quality control. Engaging with your employees in a positive manner and treating them with the same respect that you would like to be treated, is a great leadership skill to acquire. Positivity is just as contagious as negativity. Smiling more definitely helps to remind yourself to be mindful of the tone and body language you are expressing when engaging with your employees. Doing all this, will also increase the respect and trust for the leader as well. For example, if the leader needs help with something and asks an employee to stay for OT, the employees might be more inclined to say yes. Respect and communication goes both ways and is crucial to being a successful leader in any industry, both professionally and personally. Rant over. lol

Being a top performer in any field involves a combination of strategic actions and mindful behaviors. Top performers set clear goals, prioritize their tasks, and maintain a positive attitude. They seek continuous improvement, communicate effectively, and take initiative. They also value collaboration, deliver consistent results, stay organized, and maintain a healthy work-life balance. Conversely, top performers avoid procrastination, overcommitment, and neglecting feedback. They steer clear of office politics, compromising on quality, resisting change, isolating themselves, ignoring personal health, disregarding ethics, and overlooking details. 𝐄𝐦𝐛𝐫𝐚𝐜𝐢𝐧𝐠 𝐭𝐡𝐞𝐬𝐞 𝐝𝐨'𝐬 𝐚𝐧𝐝 𝐝𝐨𝐧'𝐭𝐬 𝐜𝐚𝐧 𝐡𝐞𝐥𝐩 𝐢𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥𝐬 𝐞𝐱𝐜𝐞𝐥 𝐢𝐧 𝐭𝐡𝐞𝐢𝐫 𝐜𝐚𝐫𝐞𝐞𝐫𝐬 𝐚𝐧𝐝 𝐚𝐜𝐡𝐢𝐞𝐯𝐞 𝐬𝐮𝐬𝐭𝐚𝐢𝐧𝐞𝐝 𝐬𝐮𝐜𝐜𝐞𝐬𝐬. 𝐓𝐨𝐩 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐞𝐫𝐬 𝐃𝐨: 👉Set Clear Goals: Establish specific, measurable, and achievable objectives. 👉Prioritize Tasks: Focus on high-impact activities and manage time efficiently. 👉Maintain a Positive Attitude: Approach challenges with optimism and resilience. 👉Seek Continuous Improvement: Invest in personal and professional development through learning and feedback. 👉Communicate Effectively: Practice clear, concise, and respectful communication. 👉Take Initiative: Proactively identify and address problems or opportunities. 👉Collaborate with Others: Build strong relationships and work well in teams. 👉Deliver Consistent Results: Meet or exceed expectations regularly. 👉Stay Organized: Keep workspaces and schedules well-organized. 👉Maintain Work-Life Balance: Ensure personal well-being to sustain long-term productivity. 𝐓𝐨𝐩 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐞𝐫𝐬 𝐃𝐨𝐧'𝐭: 👉Procrastinate: Avoid delaying important tasks. 👉Overcommit: Don't take on more than can be managed effectively. 👉Neglect Feedback: Don't ignore constructive criticism or fail to seek improvement. 👉Engage in Office Politics: Avoid gossip and unnecessary conflicts. 👉Compromise on Quality: Don't cut corners or settle for mediocrity. 👉Resist Change: Be open to new ideas and adaptable to change. 👉Isolate Themselves: Engage with colleagues and seek collaborative solutions. 👉Ignore Personal Health: Don't neglect physical and mental well-being. 👉Disregard Ethics: Maintain integrity and ethical standards in all actions. 👉Overlook Details: Pay attention to details to avoid errors and ensure quality outcomes. #TopPerformer #SuccessTips #CareerGrowth #ProfessionalDevelopment #GoalSetting #TimeManagement #ContinuousImprovement #EffectiveCommunication #Teamwork #WorkLifeBalance #Leadership #CareerSuccess #Productivity #PersonalGrowth

Leadership Isn’t a Weekday Thing: Be a Leader 24/7 Leadership is not a Monday-to-Friday gig—it’s a 24/7 lifestyle! You’re not just leading when you’re dressed for work or sitting in your office; you’re leading, inspiring, and sometimes even charmingly bossing around in every part of your life. Whether you’re at work, relaxing at home, or even standing in line at the local tea shop, you’re still the leader. Ready to level up your leadership game? Here are the top 10 things you need to remember to be the leader people actually miss when you’re not around! 😎 1. Leadership: A Lifestyle, Not a 9-to-5 Job🕒 Leadership isn’t something you turn on and off like your mobile data. Whether at home, work, or even at the vegetable market, you’ve got to be the same rockstar leader in every situation. 2. Home is Where Your Leadership Starts 🏠 At home, your leadership hat stays glued on—no rest for the awesome! Whether it’s navigating bedtime or deciding on biryani, your family counts on your leadership as much as your work team does. 3. Leadership: Not Just a Costume You Put On🦸♂️ Leadership isn’t like wearing a superhero cape at work and then swapping it for lungi at home. It’s not a crown you wear Monday to Friday—it’s a part of who you are, all the time. 4. Leaders Don’t Take Vacations, They Lead on Them🏖️ Even on vacation, your leadership game stays strong. Whether you’re organizing a family trip or staying cool when the bus is delayed, leadership never takes a break. 5. Lead in Every Interaction, Big or Small 💬 Whether you’re in a big meeting or chatting with the tea vendor, every moment is a chance to sprinkle a little leadership magic. 6. Leadership is in the Little Details 🧐 It’s in how you laugh off a spill or cheer up your kid after a tough exam. Small moments can build a big reputation. 7. Your Leadership Energy: Spread It Everywhere⚡ A true leader’s vibe lifts everyone’s spirits, even if you’re just grabbing a vada pav. Leaders always share the last one, or at least pretend to. 8. Leave a Leadership Mark, Even When You’re Away 👥 A true leader’s presence is felt even in their absence. Your influence should stick around like the aroma of fresh jasmine flowers. 9. Leaders Don’t Complain, They Motivate🎯 A leader turns lemons into lemon rice and inspires others to do the same. People look to you to guide them through challenges with a smile. 10. Leadership: It’s Who You Are, 24/7 💼 At the end of the day, leadership is who you are, all day, every day. When you eat, eat like a leader. When you sleep, sleep like a leader. Because being a leader isn’t just a role—it’s a lifestyle. #LeadershipLifestyle #LeadEveryday #24x7Leadership #InspireAlways #LeadByExample #LeadershipAtHome #TrueLeadership #EverydayLeader #BeTheLeader #LeadershipMindset

Friday Feels: Annoyed. Yes not every feeling is always going to be positive. This week CuraHuman ends the week annoyed. Somehow the trend for keeping compulsive liars and people abusers is still going strong. Leaders that mass manipulate and lie believing their own delusion at the detriment of high performers, culture, and productivity is just inexcusable in the modern workplace. More and more people are coming forward to share these experiences and this usually manifest in coaching sessions. In February 2022, a leader made this post on LinkedIn about their VP: “The pride you take in your work is truly inspiring”. Except the leader never actually practiced this view. Instead he would counsel the employee to stop trying to make his work products the best, to settle for less, and to purposefully interpret data to fit the narrative of the leader. This the face our Choiceness Coach and Fractional CHRO wants to make when she encounters these flawed characteristics within leadership. The leader even went so far as to accuse his direct report of creating a distracting work environment for his peers. He progressively disciplined his VP masking the control over him as an employee development plan (a PIP in disguise). Over the course of six months to a year this brilliant VP was pushed out of the organization because he refused to compromise who he was for what his manager wanted (which was an overstep into how to do the job). Is it possible that the leader was projecting their own insecurity in the accolade? Because maybe the leader has no pride in their own work. Going Above and Beyond is a skill to cultivate. If you can recognize someone else’s gift you can certainly see the flaw in your own. And the most interesting part, this was a serious of posts from the leader about all the direct reports. Is it possible that in desperation a leader threw verbal affirmation at his team to mitigate his poor leadership? What can we learn about the rest of team? Has a pattern emerged that reflects incongruous leadership surfaced? Annoyance tells us that we are on the right path. When something bothers you, hold space for it and examine it closely. This annoyed us two years ago watching as this unfolded and yet it still continues today in workplaces. Often it’s a boundary violation that is affecting your emotions and the way to address it is to reinforce YOUR healthy boundary. It is not worth any human energy working for a dishonest leader who lacks integrity. For the record, lying is not leading, ever. These leaders need to gracefully exit managing and leading people. Your supposed expertise, experience, and archaic approach to work is no longer required. We will reengage Monday for our meaningful Monday post to realign our focus. #FridayFeels #FeelingAnnoyed #CuraHuman #EmbraceBeingHuman #LeadershipCoaching #SelfLeadership #FractionalCHRO #LightkeeperLeadershipCoaching #ChoicenessCoach #CureYourHuman #ExquisiteBeing #ReactivateChoiceness #CoachingHuman