State of mental health in the workplace
69% of workers say the coronavirus pandemic is the most stressful time of their entire professional career, which has aligned with stark increases in new prescriptions of antidepressant, antianxiety, and anti-insomnia medications. Human Resource Executive For organizations across the world, mental health support is second only to infectious disease control in terms of health and safety requirements.Continue reading “State of mental health in the workplace”
I was Unproductive for a Month, and That’s OK
I remember listening to a talk by Simon Sinek at the beginning of the pandemic. He said, “no one has the emotional strength to avoid the pain of trauma – any trauma… A dear friend of mine who is active duty military explained to me that every member of the military who goes to combatContinue reading “I was Unproductive for a Month, and That’s OK”
Take Action On Engagement
The only constant is change. COVID-19 has not only transformed the way businesses work (as well as how people within those businesses work) but has also completely uprooted the models and core principles businesses were founded on. It has also changed consumer preferences and normalized practices that were previously considered to be on the fringeContinue reading “Take Action On Engagement”
Help Your Team Think Critically
Do your employees defer to you for all critical decisions? Do you want to help your team learn to think critically? If so, use this tool! In the hectic world of business, we don’t often stop to think critically. It may be easier (and safer) to ask someone like a supervisor or colleague for the answer.Continue reading “Help Your Team Think Critically”
Increase Your Leadership Agility
We are almost halfway through 2021. One thing is for certain – leadership looks a great deal different than even from last year. It’s understandable that leaders feel extra pressure to perform financially and to keep employees happy (and employed). Leaders must understand how to engage and unlock the individual potential of their employees. BeingContinue reading “Increase Your Leadership Agility”
Behavioral Analytics In Private Equity, Growth Equity, & Venture Capital
This article was originally published on Rice Unversity’s lilie blog on February 22,2021. In my last post, I discussed how behavioral analytics could be used for start-ups. Here, I’ll dive into how private equity, growth equity, and venture capital firms are utilizing people data. Study after study puts the failure rate of mergers and acquisitions somewhere between 70% and 90% (2011, HBR).Continue reading “Behavioral Analytics In Private Equity, Growth Equity, & Venture Capital”
Optimizing Talent Through Analytics
This article was originally published on Rice Unversity’s lilie blog on January 13,2021. You know the work that needs to get done, and you know the environment that you want to build. How do you find the people who will build it with you? Historically, we relied on relationships, intuition, and track record when weContinue reading “Optimizing Talent Through Analytics”
3. Create Management Accountability Structure
This is the last of a 3-part series. Read more – introduction, part 1 and part 2. When the individuals making decisions do not represent the population, we inadvertently create policies that have adverse impacts or unintended consequences towards a marginalized group. Even when the course of action is equitable, leaders administering it can choose to treatContinue reading “3. Create Management Accountability Structure”
2. Add “Champions of Diversity, Equity, and Inclusion” To Your Core Competency
This is part 2 of a 3-part series. Read the introduction and part 1. Obviously, it’s not as easy as it sounds. This may be the hardest of the three steps. It takes a great deal of dedicated time, intentionality, and leadership support to achieve inclusion. One DEI training is not a panacea. In fact, there’sContinue reading “2. Add “Champions of Diversity, Equity, and Inclusion” To Your Core Competency”
1. Revamp Your Recruitment and Interview Process to Mitigate Bias
This is part 1 of a 3-part series. You can find the introduction here. In order to attain a racially inclusive and equitable workforce, institutions must track internal demographic data, define targeted goals to attract a diverse applicant pool, eliminate bias in the hiring process, and develop a culture that retains workers of color atContinue reading “1. Revamp Your Recruitment and Interview Process to Mitigate Bias”
3 Steps to Building an Antiracist Organization
It’s impossible to disrupt our biases all the time because it’s human nature. The best and most effective way to fight racial inequity is to DISMANTLE it systemically. Systemic solutions address root issues by eliminating the way systems create and perpetuate racially inequitable outcomes. When we put race-explicit, outcome-oriented structure in place, we change theContinue reading “3 Steps to Building an Antiracist Organization”
Are they unwilling or unable?
Leaders often feel guilty when they decide to terminate an employee. You are unhappy with the performance of an employee, but you have difficulty deciding if and when to terminate that employee. This leads to stress and anxiety for you and continued poor performance by the employee. One simple and powerful question to ask yourselfContinue reading “Are they unwilling or unable?”
You can’t have it all…
Today’s quote in my quote of the day calendar resonated with me so much I had to share. Early on in my career, I truly believed in the false notion of “you can have it all.” The lie was alive and well, perpetuated by put-together, successful women who didn’t want to let you in onContinue reading “You can’t have it all…”
Exercise: The Upside and Downside of Change
One of my favorite change management exercises is The Upside and Downside of Change. This exercise helps us unearth the negative feelings one may have about a change as well as see the benefits of changing.
Are you a change agent or are you most comfortable with the tried and true?
If you are a change agent (low C if you have taken the Predictive Index), you are so excited to GET TO WORK so you can accomplish some of the initiatives you put off in 2020. You crave pressure and variety. Not only are you able to adapt quite quickly to change, you can evenContinue reading “Are you a change agent or are you most comfortable with the tried and true?”
Last minute gift guide for the home office
If you’re anything like me, you have not started buying presents. Sometimes, gifts are just print outs of what the recipient would’ve received if I purchased them on time! If you’re in the same boat, here are some great gift ideas for the home office. I DO NOT earn any referral bonuses for these –Continue reading “Last minute gift guide for the home office”
How CG Became my Chief Gig
It has been a year since I officially “hung up my shingle” being a full-time entrepreneur. I always had side gigs while enjoying the comfort and stability of a full-time job. While most of my jobs allowed me to be innovative and agile, there’s nothing quite like the pressure of being on your own. TheContinue reading “How CG Became my Chief Gig”
Extending Compassion and Grace
If you have been feeling a little out of sorts with the changes brought about by the COVID-19 pandemic, know that you are not alone. Stress emerges in different ways. For me, I’m particularly stressed when I am not in control of a situation. A situation developed on Sunday that took me WAY out ofContinue reading “Extending Compassion and Grace”
Choose Kindness
We adopted a dog for my son’s Christmas present in 2015. I had never lived with a dog before, but I was super excited to walk her, take her to the park, and do all the things that dog parents do. Recently, I was reminiscing about some difficult situations I had with the dog (Biscuit)Continue reading “Choose Kindness”
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