In This Issue

Stay calm as your industry undergoes change

Look for these signs of imminent departure

Just behave: How to set the tone for high motivation

HOPE in action

Random wisdom

March 2024

Stay calm as your industry undergoes change

No organization endures over the long haul without changing over time. Of course, change can be stressful for everyone, even when it's positive.

Your attitude will influence your employees' ability to adapt and grow with every chance, so heed this advice on staying sane and positive in the midst of upheaval.

• Be true to your values. You can't prevent restructurings, resignations, product failures, or other turmoil. But your team will find weathering those changes easier if they know you are still the same leader they've come to trust. Be willing to shift some priorities as necessary, but your commitment to core values such as honesty and open communication should remain constant. Remember who you are and what you need to stand for and resolve to remain true to yourself no matter what happens around you.
• Control your emotions. Change is difficult, and stress can lead people to say and do things they otherwise wouldn't. Avoid going off half-cocked in front of your employees (or your leader). If you're frightened or angered by pending changes, vent to trusted colleagues or family members - not to your direct reports. Your presence should have a soothing effect on others.
• Maintain your work ethic. The more disciplined you are in managing your responsibilities, the less likely you'll be rattled by unforeseen changes. Procrastinators, for instance, are more likely to panic when things go awry because they were behind to begin with. Planning for the unexpected is like wearing a flak jacket. You may take a hit, but it probably won't be fatal.
• Build up your skills. The world is in a constant state of flux. Don't rely on your current skill set to see you through every change of direction. Just as you promote the development of your employees, concentrate on your own professional growth at all times. Changes can become opportunities if you're prepared to learn from them.

~Adapted from the Clemmer Group website

Look for these signs of an imminent departure

As a leader, you may feel that you're always the last to know when a valued employee has started thinking about quitting. But the signs are frequently quite obvious. How can you tell whether your stars are about to leave? Be on the lookout for these telltale clues:

• They stop talking to you. Employees who once were eager to offer ideas in department meetings have clammed up. Perhaps they're saving their suggestions for their next employer.
• They're clock watchers. Employees who've always arrived early or stayed late suddenly seem keenly aware of when quitting time is near. Could it be they're just waiting in place until another offer comes through?
• They're insubordinate. Previously cooperative employees have begun to openly resist your authority. They must have a job offer or feel pretty confident about their options.
• They've withdrawn. Employees have begun to withdraw from their peers and have stopped participating in department activities. Have they already made the emotional break?

~Adapted from HR Magazine

Just behave: How to set the tone for high motivation

Motivation is a complex subject. Your primary job is to keep it as simple as possible. Don't get overwhelmed by rules and theories - concentrate on these key behavioral cues:

• Positivity. Maintain an upbeat attitude about what happens in your workplace. Look at problems as challenges to be solved, not crises to panic over. Devote most of your feedback to helping people to do better, not criticizing them for mistakes.
• Specificity. Tell employees exactly what you want, and what you don't want. Vague guidelines won't give them the information they need in order to do a good job and will leave them confused when you try to give feedback.
• Consistency. Apply rules evenly and fairly to everyone (including yourself). This doesn't mean you can't make exceptions as necessary but be sure to explain your reasoning, so everyone understands that you're not just arbitrarily changing the rules to suit your whims.
• Timeliness. Take action when necessary without delay. If employees see you procrastinating about delivering bad news or carrying out an unpleasant responsibility, they won't see any reason to push themselves when confronted by tasks they don't enjoy either. They'll follow your example, though, if you tackle challenges as soon as they arise.

~Adapted from the Executive Leadership Coaching website

HOPE in action

The Louisville chapter of the Society for Human Resource Management (LSHRM) will be partnering with HOPE, LLC to offer LEAD (Leading, Engaging, Adapting, Developing) in the New Normal Certificate program which will include a series of monthly virtual professional development classes that reach across various leadership topics. Effective leaders need to be able to incorporate a positive approach to leadership, along with mastery of basic leadership skills. The classes in this program will provide learning opportunities for LSHRM members, non-members, as well as those individuals from any industry looking to enhance their skills in leadership, communication, coaching, and many other topics valuable for professional development. The program will count for 36 recertification credits for HR Professionals. For more information regarding how to be part of this program, go to LSHRM - Home.

Random wisdom

Time is like a bullet - 

Fast but never seen.

It’s here today,

Gone tomorrow.

What happened

in between? 

 ~Hope and Jenny Zoeller