Richard Landers’ Post

I long ago heard "when the principal sneezes the staff catches the flu" and I've always held that level of responsibility over the org culture- so to see this study, especially when we were all impacted, is extraordinarily important about how we show up: "Based on emotion contagion theory, leaders’ (in)ability to regulate their own emotions may trigger ripple effects of positive or negative emotions throughout their organizations, impacting staff well-being. Additionally, based on conservation of resources theory, when experiencing psychologically taxing events, skillful emotional support provided by leaders may help to replenish staff’s depleted psychological resources, promoting staff well-being" I also know we have to do this for principals as well- We are all connected, and community is important. https://lnkd.in/gZwnCKY6

Sharing this great article written by a friend and colleague who's working to enhance well-being and effectiveness among existing and aspiring leaders.

Many women suffering from ADHD receive their diagnosis later in life. How should you approach disclosing that to your employer? In this week's "Ask Women and Work" we explore how being open about your needs, abilities and functional limitations or restrictions can facilitate accommodation from your employer. It may also allow you to access resources and support systems tailored to your unique challenges, thereby enhancing your productivity and well-being at work. Interested in more perspectives about women in the workplace? Find all stories on The Globe Women’s Collective hub, and subscribe to the our Women and Work newsletter. Want to partner with us? E-mail us at [email protected].

How can we drive connection between personal and organisational purpose, meaning and values? This question will be discussed in some detail on 7 August and I am delighted to be part of the discussions and to learn from internationally acclaimed expert Professor Emeritus Robert E. Quinn, Cofounder of Positive Organizational Scholarship and Australia's leading Positive Psychology expert Dr Suzy Green.

Neuroinclusion workshops I’ve coached many neurodivergent people in the last few years, with the focus on developing tools and strategies to better manage in the workplace.   As someone with dyslexia, I know what it’s like to freeze in a meeting when someone passes you a 20 page document to “just spend a couple of minutes reading this”. If I’d just had the confidence to say something back then. Instead, I’d often pretend to read it, but not be able to take anything in! Neurodiversity coaching plays a crucial role in empowering individuals to build their confidence and develop effective strategies for workplace success. But that's just one side of the coin. For real progress, we need workplaces that are more aware and managers and colleagues who better understand how to be neuroinclusive. This shift can truly change the dialogue. In the last few months I've had the privilege of working with West Midlands Employers and Bromsgrove District Council and Redditch Borough Council delivering neuroinclusion sessions to their managers and staff. Kudos to these Councils for taking the initiative.👏👏 I just wrapped up session #8 for the summer. And they’ve gone down really well! 👇👇👇

Wow! Folks are already completing the course and getting their certifications! Have you checked out my inaugural LinkedIn Learning course that came out this weekend connecting EI (emotional intelligence) to DEI? If not, it’s available now. #emotionalintelligence #diversity #equity #inclusion #linkedInlearning

I have attended a LOT of trainings. And a whole bunch of those trainings were on #Diversity or #DEI. I’ve yet to attend one on #NeuroDiversity. So my (far more brilliant than I) colleagues and I took to investigating how we can bring awareness forward. Specifically, as NeuroDiverse individuals are vastly underemployed despite looking for work. We’ve got more miles to walk with this research just getting legs, but the overarching claim is that if we can create environments of Inclusivity and #Belonging, then Diversity and Equity follow suit. Build tables where everyone has a seat that feels as if it has been uniquely crafted for them. And then witness the array of diverse- TRUE diverse- perspectives that spring forth. Until our next publication that stretches into all of that, join us in this endeavour to support our Neurodiverse colleagues. Thank you, Larry Locke and Dr. Jerome Lockett, DBA, MBA, CFE, CFO for a wonderful, collaborative, thought- and soul-provoking research experience. Until next time. -M. #MullMentum #NarrativeLeadership #GenerationalMentorship https://lnkd.in/eywT5a5p

Nov. 12th: Voices from the Field: Community Leadership and Organization This program spotlights social workers from different concentration areas. It will be a one-hour virtual workshop for students not limited to those majoring in social work, alumni, and community partners. Speakers will discuss how they selected social work as their profession, their career journey, where they currently work, the roles and responsibilities they hold/have held, and advice they have for future and current social workers. https://bit.ly/3yn7YgX

Are you a 'global majority' educator who would like to feel better connected and supported by others who share your experiences?   Join @eduspportuk’s Inclusive Staffroom for shared problem solving, coaching & mentoring in a safe and supported space.   Sign up here: https://bit.ly/43cYPlU  The term Global Majority includes those people who identify as Black, African, Asian, Brown, Arab and mixed heritage, are indigenous to the global south, and/or have been racialised as ‘ethnic minorities’. Globally, these groups currently represent approximately eighty-five percent of the world’s population, making them the Global Majority now (Campbell-Stephens, 2021)