#Followership tip of the week: Write out your “How to work with me” Manual. GIVE IT TO YOUR LEADER and ask to have a one on one about it. It can include: Remove the burden of discovering how best to work with you from your leader and team. Express your needs and let everyone know what […]
Create your own Personal Operation Manual Read More »
Followership takes into consideration peers in addition to leaders. Your followership style and choices impact how you engage with your peers. Imagine for a moment that your leader is doing a full 360 on you. What would your peers say about you?How much do you step up to the plate?How often do you interfere with
How do your Peers See you? Read More »
High level followership is not easy. And yet, most people don’t really take time to examine their followership. We tend to be to focused on leadership, or our next promotion, or what other people think about us. And when we focus on these things we lose sight of who we are in the relationships we
Follower – Know Thyself Read More »
Are you a decision advocate in your followership? When a leader (position or otherwise) makes a decision are you prepared to accept that and add value to the direction they set? Do you share the idea and present them with ways to further the vision, objectives, and goals they set? Or are you still playing
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The mentoring safe zone is essential to maximize learning. What is this safe zone, you may ask? It is a confidential, non-evaluative space that includes an agreed framework of expectations (bi-directional, not just for one of the participants) and set ground rules for how often and in what medium the people communicate and meet. As
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Companies can significantly improve Inclusiveness for neurdivergent workers and overall engagement by having all companywide emails 1. include a TL;DR summary that is jargon free. 2. Maintain a short passage length standard. 3 Break down the email into sections. 4. Minimize jargon in-line.
TL;DR for Inclusion Read More »