Diana Winters Schneider’s Post

You don’t need to be the person who knows it all Instead, be the person who figures it out. In a world of complaining and making excuses.  Be the person who: Embraces change and adapts fast. Change is scary. Whether it’s the: ↳ Fear of the unknown ↳ Comfort in routine ↳ Lack of experience It’s often very difficult to see things differently. Here’s how you can master the art of Figuring things out: 1. Become effortlessly curious ↳ Curiosity brings excitement to new challenges. ↳ Always ask questions, even if they seem ridiculous. 2. Keep inspiration close  ↳ It is far easier to embrace change with inspiration. ↳ Curate your digital feed to help smoothen the transition. 3. Become clear on your goals ↳ With clarity comes strong execution  ↳ Create goals that are specific, time-bound and realistic. 4. Get used to doing hard sh*t  ↳ Going through hard challenges at will increases resilience.  ↳ Do 1 very hard thing every single day. 5. Don’t be scared to experiment ↳ Experimenting gets us comfortable with failure.  ↳ With testing comes data and with data comes better decisions. Change can be threatening.   But it’s up to us to make it easier to handle. Because those who can adapt to change And figure things out will get: Far less stress Unbreakable confidence  More opportunities for growth And who wouldn’t want that? ♻️ Repost this to help others become stronger at adapting. And follow Josh S. for more! 📌 Ps Want to adapt and figure out how I wrote this in 5 mins? I used MagicPost to smartly repurpose my older posts!   Check them out here: https://lnkd.in/dcSk9UqN

While sometimes it can feel like a thankless role, a transformational leader has lasting impact.

I produced a podcast episode over 4 years ago, titled “The Curse of the Middle Manager”. So, when I recently came across a Harvard Business Review article that signaled a resurgence in middle management roles, I figured it was time to take another look! In many businesses, the role of the middle manager is by far the toughest. If you’re in that position now, you’ll know exactly what I mean. You’re effectively the meat in the sandwich — the punching bag for both your team (who often don’t want to change the way they do things), and the senior leaders above you (who sometimes just want you to do as you’re told, without discussion). Middle managers are often the most unloved (and unrewarded) people in an organization. But here’s the essential lens you need to look through: middle management is the Petri dish in which senior leaders are identified, developed, and hatched. I’m dedicating today’s LinkedIn Newsletter to the middle manager, so that you can not just learn how to survive the cauldron, but to grow, thrive, and move onto bigger and better things! 👇 Click below to read more and let me know what you think in the comments!

HR: Gwen just gave notice. She's found another job. CEO: What's the offer? HR: Pizza Fridays, every Friday. CEO: That's way above the market rate. HR: Are we going to counter? CEO: We can't match it, but we can offer every other Friday with sides. HR: Gwen says they're offering sides already. CEO: We need to keep her. She's an asset to the team. Okay. Let's offer stuffed crust. HR: Gwen accepted. She's staying. _______________ Take this as a lesson. It's always worth retaining employees who bring value to your business. Even if it means stretching to keep hold of them. #employeeretention #management #leadership