Jamie McAnsh’s Post

Doing Hard things and Building Resilience : Workplace Culture In his book, ‘Do Hard Things: Why We Get Resilience Wrong and the Surprising Science of Real Toughness’, Steve Magness talks about an all-pervasive culture of rewards with an aim to promote and create high self-esteem. He argues that fake self-esteem and confidence that is falsely built on the wrong premises like fear, repercussions or an incorrect assessment of true capabilities will not serve you in the long term. At the workplace we often practice recognition and rewards to boost morale, employee self confidence and as a source of motivation. Our performance management and appraisals’ systems are also sometimes focused on team confidence and morale, instead of rewarding outcomes. Teams will be truly motivated and develop the capacity to do bigger, harder things only when they develop the resilience and confidence that comes from actual performance and results based on a calibrated and fair assessment process. Drum beating, fancy decks promoting team performance will not build true resilience. These teams will eventually fail when faced with difficult situations. The teams and employees that will succeed are the ones who have been given genuine, calibrated feedback and encouragement & tools to improve and do better over time; the ones who have been assessed fairly and objectively. Trumpeted praise and rewards build a false sense of self-esteem which easily breaks down and leads to stress, anxiety and panic in difficult situations, when it’s time to really deliver. This is a very relevant mantra specially for teams in operations and client-facing teams. Steve Magness #DoHardThings #resilience #selfesteem #toughness #teams #workplaceculture #culture #leadership #performance #appraisals #internationalhrday

"The Psychological Edge: How Business Consulting Enhances Employee Management" Running a successful business isn’t just about numbers and strategies—it's also about understanding the human element. 🧠 A business consultant can provide crucial psychological insights that help you manage your team more effectively and create a positive work environment. Here’s how I can assist: 1. Employee Motivation: Understanding what drives your employees is key to maintaining high morale and productivity. I help identify motivational factors and implement strategies that keep your team engaged and motivated. 🚀 2. Conflict Resolution: Workplace conflicts can disrupt operations and harm team cohesion. I offer techniques and interventions to resolve conflicts quickly and fairly, ensuring a harmonious workplace. 🤝 3. Leadership Development: Great leadership is rooted in emotional intelligence. I work with managers to develop the skills needed to lead with empathy, build trust, and inspire their teams. 🌟 4. Stress Management: High-pressure environments can lead to burnout. I help businesses create strategies that reduce stress and promote a healthy work-life balance, keeping your team strong and focused. 🧘♂️ By integrating psychological principles into your management approach, you can unlock the full potential of your workforce and drive your business to new heights. Want to enhance your team's performance and well-being? Let’s talk about how I can help. ✨ #BusinessConsulting #EmployeeManagement #Leadership #Motivation #ConflictResolution #WorkplacePsychology

𝐇𝐚𝐯𝐞 𝐲𝐨𝐮 𝐞𝐯𝐞𝐫 𝐟𝐞𝐥𝐭 𝐥𝐢𝐤𝐞 𝐲𝐨𝐮'𝐫𝐞 𝐬𝐭𝐞𝐞𝐫𝐢𝐧𝐠 𝐚 𝐬𝐡𝐢𝐩 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐚 𝐬𝐭𝐨𝐫𝐦, 𝐛𝐮𝐭 𝐲𝐨𝐮𝐫 𝐜𝐫𝐞𝐰 𝐡𝐚𝐬 𝐧𝐨 𝐢𝐝𝐞𝐚 𝐰𝐡𝐞𝐫𝐞 𝐲𝐨𝐮'𝐫𝐞 𝐡𝐞𝐚𝐝𝐢𝐧𝐠 𝐨𝐫 𝐰𝐡𝐲? ☔ ⛵ Imagine setting sail with no destination, no clear skies in sight. That's how many employees feel in the corporate world—lost and disconnected.😵💫 𝗣𝗶𝗰𝘁𝘂𝗿𝗲 𝘁𝗵𝗶𝘀: I was sitting in the captain's chair of our RV, leaving Yellowstone National Park, when a wave of anxiety hit me like a storm at sea. The sky darkened, the noise faded, and I was frozen in fear. My heart pounded, my chest tightened, and I struggled to breathe.  All I could think was, "How can I protect my family if I can't control this?" In that moment, I realized how powerful situational awareness and emotional intelligence are. By processing the situation holistically, I managed to calm down and regain control, ensuring my family's safety. Now, let's bring this back to the corporate world. Employees often feel like individual contributors, cogs in a machine, disconnected from the bigger picture. They don't see the vision or mission. They operate in isolation, their identities unrecognized, their value unappreciated. This creates disharmony and disconnect, leaving the business vulnerable to failure. Imagine a workplace where employees are empowered, unified, and balanced. A place where values and beliefs are shared, identities are known and respected, and goals are clearly communicated and adopted. This is the result of deploying Zeafari's holistic methodology—The Empowerment Leadership Academy. 𝗩𝗶𝘀𝘂𝗮𝗹𝗶𝘇𝗲 𝗧𝗵𝗶𝘀: An employee walks into the office feeling overwhelmed, their daily struggles weighing them down. They have no clear direction, no motivation, and feel disconnected from their team and leadership. 𝗛𝗲𝗮𝗿 𝗧𝗵𝗶𝘀: The sound of a unified team, working together harmoniously, sharing the same vision and mission. Voices of encouragement, respect, and appreciation fill the air. 𝗙𝗲𝗲𝗹 𝗧𝗵𝗶𝘀: The sense of empowerment and balance, knowing that each decision is made with optimal situational awareness. Employees feel valued, connected, and confident in their roles. By adopting the Zeafari Methodology, CEOs and Executives can transform their corporate culture. They can create a process for managing difficulties, making optimal decisions, and achieving consistent, repeatable success. This revelation is crucial. We need CEOs and Executives to understand and integrate this holistic approach into their leadership. The Empowerment Leadership Academy is not just a program—it's a pathway to a more harmonious, balanced, and successful organization. Imagine This: Sailing through the storm with a clear destination, your crew aligned and motivated, navigating challenges with confidence and resilience. This is the power of Emotional Intelligence. This is the power of Zeafari. 💡 🕒Schedule a clarity call. My calendar is in my LinkedIn headline. 

𝑻𝒉𝒆 𝑫𝒐𝒖𝒃𝒍𝒆-𝑬𝒅𝒈𝒆𝒅 𝑺𝒘𝒐𝒓𝒅 𝒐𝒇 𝑾𝒆𝒂𝒓𝒊𝒏𝒈 𝑴𝒖𝒍𝒕𝒊𝒑𝒍𝒆 𝑯𝒂𝒕𝒔 𝒊𝒏 𝒂𝒏 𝑺𝑴𝑬 🎩⚔️ In the dynamic environment of a small company, wearing multiple hats isn't just common; it's often a necessity. This agility can lead to unparalleled learning opportunities, fostering a versatile skill set that's invaluable in today's fast-paced business world. However, this practice can be a double-edged sword, especially when mismanaged. I've been part of teams where the ethos of "doing more with less" has been stretched to its limits. Some managing directors, under the guise of lean operations, disproportionately load a few employees with a breadth of responsibilities that far exceed reasonable expectations. This approach, aimed at reducing operational costs by minimising headcount, can lead to burnout, diminished job satisfaction, and, ultimately, a higher turnover rate. It's a short-sighted tactic that undermines the very foundation of team morale and productivity. Conversely, I've also been part of environments where multitasking is encouraged within the bounds of capacity and personal growth. In these settings, the focus lies on strategic task allocation that aligns with individual strengths and career aspirations, supplemented with robust support and clear communication. This balanced approach not only enhances operational efficiency but also fosters a culture of trust, learning, and mutual respect. Reflecting on these experiences has taught me the importance of striking the right balance. It's crucial for leaders to recognize the fine line between leveraging the versatility of their teams and overburdening them. The goal should always be to empower employees, encouraging them to wear multiple hats but also ensuring they have the support needed to manage their responsibilities effectively. ⚖️ As we navigate the complexities of leadership and team management, it's essential to remember that the strength of a small company lies in its people. By fostering an environment that values sustainable practices and employee well-being, we lay the groundwork for long-term success. I'd love to hear your thoughts and experiences on this topic. How have you managed or navigated the challenges of wearing multiple hats in your role or organisation? 💬 #Leadership #Management #SmallBusiness #Teamwork #EmployeeWellbeing #WorkLifeBalance #CareerGrowth #Empowerment #SustainablePractices

🌍 Internal vs External Locus of Control: How our perception shapes our reactions, also at work 🌍 The concept of locus of control refers to how individuals perceive the causes of events in their lives. Those with an internal locus of control believe they can influence outcomes through their actions, while those with an external locus of control attribute outcomes to external factors, like luck or others' decisions. 🧠 Internal Locus Example: When faced with a project delay, an employee with an internal locus of control might reflect on their own actions, seeking ways to improve their time management or communication with team members to prevent future delays. ⚡ External Locus Example: On the other hand, an employee with an external locus of control might blame the delay on external factors, such as client decisions or poor resources, without reflecting on their role in the situation. Both mindsets influence how we handle challenges at work. Cultivating an internal locus of control can lead to proactive problem-solving and empowerment, while an external focus may lead to feelings of helplessness. By fostering a sense of accountability, problem-solving and resilience, teams become more proactive and solution-oriented. ☘️ The wider impact on workplace culture includes empowerment, continuous improvement and a healthy, positive atmosphere that encourages trust, collaboration and high performance. Ultimately, this can lead to more engaged employees, lower turnover and better results for the organization. What’s your approach to challenges at work? Let’s talk about how mindset influences outcomes and how to change your mindset and that of your team. #LocusOfControl #LeadershipDevelopment #EmployeeEmpowerment #WorkplaceCulture

I’m surprised to see that micromanagement is still prevalent. Is it not yet clear that controlling every aspect of an employee’s work won't yield the desired results? Micromanaging only adds unnecessary pressure, leading to frustration, anger, depression, and stress—emotions that are detrimental to both the individual and the business. This kind of environment stifles creativity, reduces motivation, and ultimately hampers productivity. As the saying goes, a fish in an aquarium won’t grow as large as one in a pond. By controlling someone’s actions, you confine them, stifling their potential. On the other hand, providing autonomy fosters innovation and personal growth, which can lead to exceptional results. Instead of exerting more pressure, give your team the space to learn, grow, and innovate. Trust in their abilities and support their development. More often than not, you’ll be pleasantly surprised by the results. And if the outcomes aren’t as expected, it’s a valuable lesson for both parties to reassess the fit for the role. Support your team by coaching and mentoring them. This means asking questions, listening actively, and guiding them to find their own solutions through suggestions and input. A positive and supportive work environment not only enhances performance but also boosts morale and employee retention. Let’s create workplaces where people feel empowered and valued, rather than controlled and restricted. The benefits will be evident in both individual satisfaction and business success. #Leadership #EmployeeEngagement #Empowerment #WorkplaceCulture #Coaching

 😷 What has been the impact of COVID times on your ways of working? 😷 ❓ This is a question that has arisen multiple times in a series of trauma-informed leadership workshops ThinkWell consultants have recently facilitated. Most importantly – have you had the time, space and support to recognise how you adapted as a professional to cope, meet demand, and even just survive, since late 2019? How can you again shift and align your approach to the current environment, recognising the hurts, successes and learning that happened along the way?   We are finding that the safety and support of a thoughtfully facilitated space can lead to transformative insights about our experiences “then”, and how we operate now. Some participants have reflected that lockdown-era ways of working have been maintained in their teams, even though they are no longer needed or helpful. Other practices have felt beneficial and worth maintaining. Many have expressed concern for new graduates entering the workforce with a greater emphasis on virtual connection than in-person interaction. The lack of time and dedicated space to stop, think, listen to colleagues and re-group might contribute to an unexamined transmission of stress and trauma into current experiences. Collectively identifying these issues in our teams and intentionally re-calibrating our approach helps us take the first step away from unconscious work habits that kept us safe then, but are not needed now. It helps us to begin integrating the wide-ranging impacts of the last few years on our professional functioning. What have been the effects of your COVID-related experiences on how you work? What opportunities has your workplace provided to explore these? We would love to hear people’s experiences in the comments here.

What qualities are important to you? ✨ I recently attended an HR workshop where we were challenged to define a quality or soft skill others often use to describe us. Resilience in the workplace is more important than ever in today's fast-paced and ever-changing business environment. Resilience isn’t just about bouncing back from setbacks; it’s about thriving in the face of challenges, adapting to change, and continuously moving forward with optimism and determination. It’s a crucial skill that empowers individuals and teams to navigate uncertainty and maintain productivity under pressure. Building a resilient workplace starts with fostering a supportive culture where employees feel valued and encouraged to share their ideas and concerns. It’s about providing opportunities for growth, promoting work-life balance, and recognizing the efforts and achievements of your team. As we continue to navigate through various challenges, let's prioritize resilience by investing in our people, embracing change, and maintaining a positive outlook. Together, we can turn obstacles into opportunities and drive our organizations toward success. #Resilience #WorkplaceCulture #EmployeeWellbeing #Leadership #Adaptability #GrowthMindset

I’ve blogged before about the demand for impactful leadership. It’s never been more crucial. Lacklustre leadership and management aren’t just inconveniences. They’re significant barriers, especially in a virtual workspace and with today’s context of a cost-of-living crisis (not to mention the looming shadow of a recession). Teams need more than direction; they need genuine support and a sense of being heard. Here’s an example of why. Staff need empathetic leadership I bet my bottom dollar that some of your managers’ team members, as diligent as they may be, will be struggling to balance their personal finances and work commitments. “So what?”, says their manager. “They shouldn’t let their personal life cloud their professional life; they have a job to do.” Wrong. The 2023 Workplace Health Report outlines 1 in 5 employees say financial stress impacts their productivity. Research by CIPD also finds that poor financial well-being contributes to increased rates of absenteeism and presenteeism. All of which impact a business’ bottom line. Forward-thinking managers would lead with empathy. They would: - Organise a meeting and share their own experiences; provide support and reassure that they and the company value them. - Initiate a financial wellness programme, offering resources on budgeting and financial planning. - Encourage flexible work hours in case additional time is needed for side jobs to cope with the crisis. - Provide coaching and feedback to raise confidence and conviction. A compassionate approach not only alleviates anxiety and creates psychological safety, but it strengthens an individual’s loyalty and commitment to their organisation. They feel accepted and heard. Moreover, developing human skills, like empathy, kindness, and compassion, forms the bedrock of a positive environment that encourages employees to be inquisitive and even make occasional mistakes. This leads to fresh and innovative approaches to collaboration and productivity. Win win. Want some help on any of this? Get in touch. #ManagementSkills #ManagementAndLeadership #LearningAndDevelopment #Skills

Throughout my career, I've been a part of large, global organizations that preach change to processes via yearly employee feedback. Quite often these efforts start with momentum and an earnest approach to change for the better. However, many fail to follow through on these either due to bureaucratic delays or the re-prioritization of projects and goals. What I like about this article's suggestion is implementing a Listen-Feedback-Action approach, specifically the "action" part. If organizations hold leadership accountable for following through on a feedback action plan, team members will see the results happen, which will only lead to greater employee pride and increased motivation. #processimprovement #employeefeedback #leadershipskills