LeaderFactor’s Post

“This is not just a book; it’s an urgent invitation to the kind of rigorous self-examination that will lead to breakthroughs in every relationship of your life. Clark offers us a case for and path to creating the healthy social systems we crave and modern corporate flourishing demands.” —Joseph Grenny, New York Times bestselling coauthor of Crucial Conversations “As a person responsible for the development of employees in 65 countries, I can tell you that this book outlines a must-have culture. A safe space is table stakes for any organization looking to attract and retain talent and innovate from every chair. A powerful call to action.” —Simone Ciafardini, Vice President, Clinique Global Education “The 4 stages framework is exceptionally insightful and perfectly logical. With the ongoing diversification of the workplace, Clark’s defined path to inclusion and innovation can’t be ignored. This book showed me how to improve my performance as both a team member and leader. The analysis and recommendations are insightful and inspiring." —Martin Shell, Vice president and chief external relations officer, Stanford University Get your copy of The 4 Stages of Psychological Safety by Timothy R. Clark here: https://hubs.li/Q029MV110

“This is not just a book; it’s an urgent invitation to the kind of rigorous self-examination that will lead to breakthroughs in every relationship of your life. Clark offers us a case for and path to creating the healthy social systems we crave and modern corporate flourishing demands.” —Joseph Grenny, New York Times bestselling coauthor of Crucial Conversations “As a person responsible for the development of employees in 65 countries, I can tell you that this book outlines a must-have culture. A safe space is table stakes for any organization looking to attract and retain talent and innovate from every chair. A powerful call to action.” —Simone Ciafardini, Vice President, Clinique Global Education “The 4 stages framework is exceptionally insightful and perfectly logical. With the ongoing diversification of the workplace, Clark’s defined path to inclusion and innovation can’t be ignored. This book showed me how to improve my performance as both a team member and leader. The analysis and recommendations are insightful and inspiring." —Martin Shell, Vice president and chief external relations officer, Stanford University Get your copy of The 4 Stages of Psychological Safety by Timothy R. Clark here: https://hubs.li/Q02fRt9V0

"Rigorous self-examination". Some of us see this as a critical investment in showing up as our best possible, healthy selves in our interactions at work and at home. Some of us are blind to the inner work to be done. Some enjoy protections and privileges within infrastructures that mean that self-insight-making activity is on the low side or absent, neither particularly helpful in supporting growth and development of leaders. The latter scenarios certainly sound easier, don't they, but neither make life and work better for ourselves, in truth, nor for others. I reckon we have a real obligation as leaders to crack ourselves open. No one says we will like what we find. No one says it's always pretty. No one is suggesting, either, that there is ever an end-point when this mahi is 'done', 'mastered' or 'complete'. Not one of us has it all stitched up nor will we. Perhaps that is the very problem? Holding tight to the belief that long tenure or our position at the top of the mountain ushers in a complete state of 'all knowing', is a limiting perspective to hold as a truth. My respect glows bright when I see leaders who are open enough and brave enough to hold the 'mirror up to self' and model these practices for others. Leaders who are prepared to do the self-work, no matter how vulnerable or uncomfortable it makes them feel. Leaders who are prepared to own their behaviour, particularly when it strays from their values or is unhealthy, unhelpful or harmful. Leaders who seek to make things right, when they've got things wrong (as each of us is likely to do from time to time). It's a bloody challenging job, leadership, but a job that is undoubtedly made easier when the self-work is a priority. It's a duty to uphold to self and a duty to uphold in support and care of others #consciousleadership #culturetransformation #psychologicalsafety Read the book. Please.

“This is not just a book; it’s an urgent invitation to the kind of rigorous self-examination that will lead to breakthroughs in every relationship of your life. Clark offers us a case for and path to creating the healthy social systems we crave and modern corporate flourishing demands.” —Joseph Grenny, New York Times bestselling coauthor of Crucial Conversations “As a person responsible for the development of employees in 65 countries, I can tell you that this book outlines a must-have culture. A safe space is table stakes for any organization looking to attract and retain talent and innovate from every chair. A powerful call to action.” —Simone Ciafardini, Vice President, Clinique Global Education “The 4 stages framework is exceptionally insightful and perfectly logical. With the ongoing diversification of the workplace, Clark’s defined path to inclusion and innovation can’t be ignored. This book showed me how to improve my performance as both a team member and leader. The analysis and recommendations are insightful and inspiring." —Martin Shell, Vice president and chief external relations officer, Stanford University Get your copy of The 4 Stages of Psychological Safety by Timothy R. Clark here: https://hubs.li/Q026MGQv0

“This is not just a book; it’s an urgent invitation to the kind of rigorous self-examination that will lead to breakthroughs in every relationship of your life. Clark offers us a case for and path to creating the healthy social systems we crave and modern corporate flourishing demands.” —Joseph Grenny, New York Times bestselling coauthor of Crucial Conversations “As a person responsible for the development of employees in 65 countries, I can tell you that this book outlines a must-have culture. A safe space is table stakes for any organization looking to attract and retain talent and innovate from every chair. A powerful call to action.” —Simone Ciafardini, Vice President, Clinique Global Education “The 4 stages framework is exceptionally insightful and perfectly logical. With the ongoing diversification of the workplace, Clark’s defined path to inclusion and innovation can’t be ignored. This book showed me how to improve my performance as both a team member and leader. The analysis and recommendations are insightful and inspiring." —Martin Shell, Vice president and chief external relations officer, Stanford University Get your copy of The 4 Stages of Psychological Safety by Timothy R. Clark here: https://hubs.li/Q02nqNK_0

“This is not just a book; it’s an urgent invitation to the kind of rigorous self-examination that will lead to breakthroughs in every relationship of your life. Clark offers us a case for and path to creating the healthy social systems we crave and modern corporate flourishing demands.” —Joseph Grenny, New York Times bestselling coauthor of Crucial Conversations “As a person responsible for the development of employees in 65 countries, I can tell you that this book outlines a must-have culture. A safe space is table stakes for any organization looking to attract and retain talent and innovate from every chair. A powerful call to action.” —Simone Ciafardini, Vice President, Clinique Global Education “The 4 stages framework is exceptionally insightful and perfectly logical. With the ongoing diversification of the workplace, Clark’s defined path to inclusion and innovation can’t be ignored. This book showed me how to improve my performance as both a team member and leader. The analysis and recommendations are insightful and inspiring." —Martin Shell, Vice president and chief external relations officer, Stanford University Get your copy of The 4 Stages of Psychological Safety by Timothy R. Clark here: https://hubs.li/Q02syP8v0

“This is not just a book; it’s an urgent invitation to the kind of rigorous self-examination that will lead to breakthroughs in every relationship of your life. Clark offers us a case for and path to creating the healthy social systems we crave and modern corporate flourishing demands.” —Joseph Grenny, New York Times bestselling coauthor of Crucial Conversations “As a person responsible for the development of employees in 65 countries, I can tell you that this book outlines a must-have culture. A safe space is table stakes for any organization looking to attract and retain talent and innovate from every chair. A powerful call to action.” —Simone Ciafardini, Vice President, Clinique Global Education “The 4 stages framework is exceptionally insightful and perfectly logical. With the ongoing diversification of the workplace, Clark’s defined path to inclusion and innovation can’t be ignored. This book showed me how to improve my performance as both a team member and leader. The analysis and recommendations are insightful and inspiring." —Martin Shell, Vice president and chief external relations officer, Stanford University Get your copy of The 4 Stages of Psychological Safety by Timothy R. Clark here: https://hubs.li/Q02bFg2k0

What happens when a culture or engagement is off the mark? Companies with low levels of employee engagement see a decline of 18% in productivity, 16% in profitability, a staggering 37% in job growth, and a 65% drop in share price over the long run. During the COVID-19 crisis, many firms hastily introduced remote working, gym memberships, and endless webinars. However, these well-meant initiatives are largely underused, typically only benefiting those who already have a solid sense of wellbeing and available time. This HBR article outlines the following attributes for a better culture: Social Connections Matter: Positive social relationships are not just 'nice to have' in the workplace. They contribute to better health, quicker recovery from illness, and increased mental acuity. Lack of social connections can be even more harmful than obesity, excessive drinking, or smoking. Social cohesion isn't just a cultural requirement; it's a health necessity. Empathic Leadership: An empathic leader can make employees feel secure, respected, and valued. Research shows that leadership compassion helps build individual and collective resilience, especially during tough times. Going the Extra Mile: Leaders who are self-sacrificing inspire loyalty and commitment among their employees, which further fosters a positive work environment. Open Communication: Encouraging employees to speak freely, especially about their problems, creates a culture of psychological safety. This can lead to better learning outcomes, improved performance, and fosters an environment where innovation can thrive. Attracting Talent: Positive workplace cultures attract more applications. The employees in such environments are not only happier but also more productive, thereby creating a virtuous cycle benefiting everyone involved. Holistic Well-being: Beyond just increasing profitability and productivity, a positive work environment improves overall well-being. It helps buffer against the negative impact of stress, enhances creativity, and strengthens resilience. Customer Impact: Happier employees also translate to better customer service, thus creating another layer of benefit. Investing in a positive culture is not just a moral and ethical responsibility; it's a business imperative. The research is in, and the benefits are clear: cultivating a positive workplace culture offers a competitive advantage that organisations simply can't afford to ignore. #wellbeing #innovation #future #management #positivepsychology #workplacehealth #morale #organizationalbehavior https://lnkd.in/edUkzxax.

Why do they say that 'Diamonds are a Girls Best Friend.' That definitely came long before the Pandemic, inflation, war, rising gas prices, falling real estate and human struggle. Let's be real! The majority of women in the world are given a diamond once in their life time normally when they say "I do." I exclude the women who have several as they are few and far between. But when you get your diamond, you wear it with pride, you observe it on your hand many times, you take pictures of it to share with your friends, and you even go for a manicure to compliment your rock. But when you receive a diamond award, you can imagine the spark that it brings as recognition of something that you were passionate about, believed in and worked hard for. Like the stone itself, it is rare to hear about anyone receiving a diamond award. Gold, silver, bronze, first second or third are typically bestowed on individuals who have achieved greatness through their contribution in life to make something better than where they found it. But today I have something very important to share with you. The mental health training that we are so proud to represent through Mental Health Innovations Consulting, designed by Graeme Cowan - Team Resilience Speaker has won the coveted #learnX Diamond Award for THE BEST HEALTH AND PSYCHOLOGICAL SAFETY TRAINING category in the workplace. What does this really mean to you? Reducing risk, seeing results, the rise of psychological reporting and identification to apply as a resource that you can trust. An organizations social impact is navigating the future of human capital by building stronger relationships, impressive results, credibility and reputation. Did someone say that it was difficult to find staff? Not when you invest in a people first culture. Now if this is not proof enough that we care about you and your work life integration, then nothing else will. One individual license with a University accreditation is only $95.00. You can't afford not to do educate your HR leaders, management and employee's. Message me if you want more information on this program because we want to support you and your people to thrive. Meeting Professionals International PCMA Event Leadership Institute SITE ASAE: The Center for Association Leadership CSAE Trillium ILEA NCC Headquarters Seneca Polytechnic

Can positive safety and productivity coexist?? At its core, positive safety is about creating a culture in which people have a positive experience of the workplace, enabling them to thrive in their roles and demonstrate safe behaviours and decision-making. Interestingly, there is still a common assumption floating around in society, particularly amongst people who have grown up in competitive and cutthroat institutions, that aiming for this sort of positive culture is somehow ‘fluffy’, ‘soft’, or at the very least, a ‘nice to have’ that is in no way connected to productivity and a better performing bottom dollar. Working with leaders from different industries around the country, I’ve even heard people warn that “if you treat people too nicely, they won’t work as hard”. But is this true? The research gives us an emphatic NO. This article from the Harvard Business Review pulls together research identifying that not only are toxic workplace cultures harmful to productivity, but that a positive environment leads to dramatic benefits for the people, the culture, and the productivity of organisations. Ultimately, positive safety is pushing beyond compliance and toward citizenship – where people want to give more than the mandated expectation because they feel connected to the people and purpose of their workplace. So, creating a culture where people want to give their all – that’s not ‘soft’. It’s smart business. What are your thoughts? Read the HBR article for more info: https://lnkd.in/gthhrkcw