Ruth Harrowfield’s Post

THE DANGERS OF IGNORING PROBLEMS IN AN ORGANIZATION. Ignoring problems may seem like an easy way to avoid conflict, but it can cause serious issues in the long run. When problems like gossip, toxic behavior, or poor performance are left unaddressed, they can spread and harm the whole workplace. Here are some of the main problems that happen when issues are ignored: ✅️ Gossip: Rumors and negativity can spread quickly, leading to mistrust and division among team members. ✅️ Toxic people: Employees who act in a negative or harmful way can bring down the whole team's morale. ✅️ Underperformance: When poor performance is not dealt with, it can lower the productivity of the entire team. ✅️ Unacceptable behavior: Ignoring bad behavior, like harassment or dishonesty, sends the message that it is okay, making the workplace toxic. ✅️ Irresponsibility: When people don’t take responsibility for their work, it creates confusion and delays. ✅️ Lack of ownership: Without a sense of ownership, employees may become disengaged and less motivated to do their best work. The "carpet" can only hide so many problems before it all comes falling apart. Eventually, the issues that were ignored will need to be dealt with, and it may be harder to fix them at that point. To avoid this, organizations should address problems early, encourage open communication, and promote responsibility. This will help maintain a positive and productive workplace for everyone. Splendid Trainers Zambia 🇿🇲 EMPOWERING INDIVIDUALS, TRANSFORMING ORGANIZATIONS.

I am continuing to share the most common questions I get in coaching. This has helped me focus on what people are frequently experiencing. Lately, the theme has been workplace loneliness. Many of us are back in the office but feel lonelier than ever. These insights align with research shared in the latest Harvard Business Review. In an article titled 𝗪𝗲’𝗿𝗲 𝗦𝘁𝗶𝗹𝗹 𝗟𝗼𝗻𝗲𝗹𝘆 𝗮𝘁 𝗪𝗼𝗿𝗸, the authors explain that 𝘳𝘦𝘵𝘶𝘳𝘯𝘪𝘯𝘨 𝘵𝘰 𝘵𝘩𝘦 𝘰𝘧𝘧𝘪𝘤𝘦 5 𝘥𝘢𝘺𝘴 𝘢 𝘸𝘦𝘦𝘬 𝘪𝘴 𝘯𝘰𝘵 𝘵𝘩𝘦 𝘢𝘯𝘵𝘪𝘥𝘰𝘵𝘦, 𝘢𝘴 𝘵𝘩𝘦 𝘭𝘢𝘤𝘬 𝘰𝘧 𝘣𝘦𝘭𝘰𝘯𝘨𝘪𝘯𝘨 𝘴𝘵𝘦𝘮𝘴 𝘧𝘳𝘰𝘮 𝘴𝘰𝘮𝘦𝘵𝘩𝘪𝘯𝘨 𝘥𝘦𝘦𝘱𝘦𝘳. How do I interpret this? Physical presence around others doesn't fix loneliness. 𝗕𝗲𝗹𝗼𝗻𝗴𝗶𝗻𝗴 𝗱𝗼𝗲𝘀. So how do we begin to combat these feelings of loneliness and isolation at work? 𝘏𝘰𝘸 𝘥𝘰 𝘸𝘦 𝘤𝘳𝘦𝘢𝘵𝘦 𝘢 𝘴𝘦𝘯𝘴𝘦 𝘰𝘧 𝘣𝘦𝘭𝘰𝘯𝘨𝘪𝘯𝘨? Here are my thoughts: 𝟭. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗺𝗶𝗹𝗲𝘀𝘁𝗼𝗻𝗲𝘀 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿 Too often, teams set goals, achieve them, and move on without celebrating. Shared celebrations build connection and belonging. 𝟮. 𝗙𝗼𝗿𝗺 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝘀 Early feelings of belonging come from family, where caregivers create a safe base. Workplaces can mirror this through peer support groups, mentors, sponsors, and employee resource groups that offer community, support, and growth opportunities. Many workplaces have deprioritized these resources, fueling isolation. This inspired me to create my Community—a space where women can connect, share stories, and truly belong. 𝟯. 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝘀𝗼𝗰𝗶𝗮𝗹 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝘀 Low-hanging fruit is often neglected. Simple activities like happy hours, chitchat during meetings, and communal lunches foster inclusion. Larger initiatives like well-being programs and off-sites also build connection. 𝟰. 𝗛𝗼𝘀𝘁 𝘃𝗶𝘀𝗶𝗼𝗻 𝗮𝗻𝗱 𝘃𝗮𝗹𝘂𝗲𝘀 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 We Are All In This Together fosters belonging. People connect through shared purpose, goals, and seeing how their contributions align with the organization’s core beliefs—feeling like essential team members, not outsiders. Teams I coach that explore values and vision tend to perform better and retain talent longer. 𝗦𝗵𝗮𝗿𝗲𝗱 𝗩𝗮𝗹𝘂𝗲 + 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 = 𝗕𝗲𝗹𝗼𝗻𝗴𝗶𝗻𝗴. --------------- As you reflect on these four ways to create belonging, where are you most drawn? Can belonging be cultivated within your organization, or is it something you need to build externally?

As managers, do you often ponder what truly motivates your team? To answer this, let’s revisit Maslow's Needs. This psychological framework can provide valuable insights into human motivation and help you create a more engaged and high-performing workforce. 🔑 The Hierarchy of Needs: Physiological Needs: Basic necessities like food, water, shelter. Safety Needs: Security and stability in both job and life. Social Needs: Relationships, belonging, love. Esteem Needs: Respect, recognition, self-esteem. Self-Actualization: Achieving one’s full potential, creative activities. 🎧 Active Listening for Needs: To truly motivate your employees, you must first actively listen to understand which needs are most pressing for them at any given time. Here’s how: One-on-One Meetings: Regularly check in with your team members, asking open-ended questions about their current challenges and goals. Feedback Loops: Create a safe space for employees to share their thoughts and feedback without fear of repercussions. Observation: Pay attention to non-verbal cues and behaviours that might indicate unmet needs. 🗣️ Communicating Mindfully: Once you’ve identified these needs, you must communicate mindfully about how you and the employee can work together to meet them. Here’s a step-by-step approach: Acknowledge Their Needs: Validate their feelings and needs. This shows empathy and understanding. Example: “I understand that you need more recognition for your hard work.” Collaborate on Solutions: Work together to identify ways to meet their needs within the workplace. Example: “Let’s find ways to highlight your achievements more regularly, perhaps through team meetings or a monthly spotlight.” Provide Support: Offer the resources and support they need to meet their needs. Example: “I’ll ensure you have the necessary tools and opportunities to showcase your skills.” 🚀 Exceeding Performance: When employees feel their needs are understood and met, their motivation and performance naturally increase. By fostering a supportive environment where they can thrive, you help them to: ✅ Build Confidence: Meeting esteem needs enhances self-belief. ✅ Foster Belonging: Addressing social needs creates a cohesive team. ✅ Achieve Potential: Supporting self-actualization drives innovation and growth. 🌟 The Power of Mindful Communication: Simply by communicating more mindfully, you can transform your team's performance. When employees feel heard and valued, they are more likely to exceed their own expectations month by month. Let's strive to listen actively, communicate mindfully, and support our teams in meeting their needs. This not only boosts individual performance but also contributes to a thriving, dynamic workplace culture. How do you ensure your team's needs are met? i would love to hear your thoughts and experiences in the comments! 👇 #Leadership #EmployeeEngagement #MindfulCommunication #Maslow #Motivation #Management #WorkplaceCulture #ActiveListening

"Keeping family dynamics out of the workplace is paramount for preventing toxic workplace culture and sustaining healthy workplaces." It takes awareness on the part of leaders and their employees, to create an understanding of the pervasiveness of these dynamics and claim a sense of adult equality to make this work.

𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝒂𝒏𝒅 𝑴𝒂𝒔𝒍𝒐𝒘’𝒔 𝑯𝒊𝒆𝒓𝒂𝒓𝒄𝒉𝒚 𝒐𝒇 𝑵𝒆𝒆𝒅𝒔! Abraham Maslow's Hierarchy of Needs, first introduced in 1943, has been widely discussed and studied, particularly in psychology and management fields. The theory argues that human behavior is driven by five levels of needs: physiological needs, safety needs, love and belonging, esteem, and self-actualization. Over time, I have found this theory to be practical not only in my personal life but also in professional settings, particularly in its impact on leadership and management. While no model is 100% accurate, Maslow’s framework offers valuable insights for leaders and managers. After all, if we don’t understand what people need, we can’t truly understand people. Let’s take a look at these five stages and how they can be implemented in the workplace: 𝟏. 𝐏𝐡𝐲𝐬𝐢𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐍𝐞𝐞𝐝𝐬 These are the most basic needs—breathing, eating, drinking, and sleeping.  At the workplace, leaders can ensure access to breaks, clean drinking water, and a comfortable working environment to fulfill employees’ basic physiological needs. 𝟐. 𝐒𝐚𝐟𝐞𝐭𝐲 𝐍𝐞𝐞𝐝𝐬 Once physiological needs are met, individuals seek safety, including financial stability, secure shelter, and protection from harm.  Leaders can address these needs by providing job stability, implementing robust safety measures, offering health benefits, and ensuring emergency procedures are in place. 𝟑. 𝐋𝐨𝐯𝐞 𝐚𝐧𝐝 𝐁𝐞𝐥𝐨𝐧𝐠𝐢𝐧𝐠 The third stage involves the desire for relationships, connections, and a sense of belonging. Encourage team-building activities, social interactions, and a workplace culture where employees feel valued and connected. 𝟒. 𝐄𝐬𝐭𝐞𝐞𝐦 𝐍𝐞𝐞𝐝𝐬 At this stage, individuals seek self-confidence, respect, and recognition. This need for acknowledgment motivates employees to perform at their best. Leaders can provide opportunities for professional growth, recognize and reward accomplishments, encourage goal-setting, and celebrate successes. Small gestures, like shared lunches or coffee breaks, can also foster mutual respect. 𝟓. 𝐒𝐞𝐥𝐟-𝐀𝐜𝐭𝐮𝐚𝐥𝐢𝐳𝐚𝐭𝐢𝐨𝐧 The final stage is about realizing one’s full potential and achieving personal fulfillment. At this level, individuals seek meaning in their work. Encourage employees to take ownership of their work, pursue personal and professional goals, and explore creative passions within the scope of their roles. Maslow's hierarchy reminds us that employees are driven by their needs, progressing from basic to advanced levels. By understanding and addressing these needs, leaders and managers can foster an engaging, motivating, and fulfilling workplace. As Maslow aptly said, "𝑾𝒉𝒂𝒕 𝒂 𝒎𝒂𝒏 𝒄𝒂𝒏 𝒃𝒆, 𝒉𝒆 𝒎𝒖𝒔𝒕 𝒃𝒆." #leadership #linkedin #motivation #maslowhierarchyofneeds #personalbranding #success #growth

Once you’ve laid the foundation, maintaining and evolving these practices is key to ensuring long-term success. Here’s how to keep the momentum going: 🌟 Continuous Learning and Growth Ongoing Education: Keep your team’s knowledge fresh with regular updates on trauma-informed practices, emerging research, and new strategies. Feedback Loops: Create channels for employees to provide feedback on current practices and suggest improvements. This ensures that your workplace evolves to meet the needs of your team. 🌟 Strengthen Leadership Engagement Modeling Behavior: Encourage leaders to consistently model trauma-informed behaviors, setting the tone for the entire organization. Leadership Development: Invest in leadership development programs that emphasize emotional intelligence and trauma-awareness. 🌟 Reinforce Support Structures Regular Check-Ins: Schedule consistent check-ins with staff to assess their well-being and the effectiveness of support systems. Resource Accessibility: Continuously evaluate and update the resources available to employees, ensuring they meet the evolving needs of your team. 🌟 Cultivate a Resilient Workforce Resilience Training: Offer workshops and training sessions that focus on building resilience, both individually and as a team. Celebrate Progress: Recognize and celebrate milestones in your journey toward becoming a trauma-informed workplace, reinforcing positive changes. 🌟 Promote a Culture of Compassion Empathy as a Standard: Keep empathy at the forefront of every interaction, making it a non-negotiable aspect of your workplace culture. Peer Support Evolution: Expand and adapt peer support networks as your team’s needs grow and change. By focusing on sustaining these practices, your workplace can continue to thrive as a trauma-informed environment that prioritizes the well-being of every employee. Ready to take the next step? Wellness Associates of Greater Rochester is here to guide you. Visit www.wellnessrochester.com to learn more.

The Power of Perception: Why Emotional Intelligence Matters at Work In today's fast-paced work environment, technical skills and experience are undoubtedly crucial for success. However, there's another critical factor that often gets overlooked: emotional intelligence (EQ). EQ refers to our ability to understand, use, and manage our own emotions in positive ways, while also recognizing, understanding, and influencing the emotions of others. So, why exactly does EQ matter in the workplace? Here are just a few reasons: 1. Building Strong Relationships: The ability to connect with colleagues on a deeper level fosters a sense of trust, respect, and belonging. Emotionally intelligent individuals excel at active listening, providing constructive feedback, and navigating diverse personalities. This fosters a collaborative and supportive environment, crucial for any team's success. 2. Effective Communication: Clear and concise communication is essential for any professional setting. Emotionally intelligent individuals are adept at tailoring their communication style to their audience, ensuring their message is received effectively and avoiding misunderstandings. They can also actively listen, paying attention to both verbal and nonverbal cues, which allows them to grasp the full picture and respond appropriately. 3. Conflict Resolution and Negotiation: Disagreements are inevitable in any workplace. However, individuals with high emotional intelligence can navigate these situations constructively. They can identify the root cause of conflict, manage their own emotions during stressful situations, and effectively mediate between others. This allows for productive resolutions and strengthens team dynamics. 4. Adaptability and Stress Management: The modern workplace is constantly evolving, demanding flexibility and resilience from its employees. Emotionally intelligent individuals possess the ability to adapt to change and manage stress effectively. They can maintain a positive attitude during challenging times, fostering a sense of calm and composure within their team. 5. Leadership Potential: Emotional intelligence is a cornerstone of effective leadership. Leaders with high EQ inspire, motivate, and empower their teams. They can set clear goals, foster collaboration, and provide constructive feedback in a way that is both encouraging and insightful. This fosters a more engaged and productive workforce. Investing in the development of emotional intelligence, both individually and within the organization, can reap significant benefits. From fostering a positive work environment to enhancing communication and leadership, emotional intelligence is a powerful tool that empowers individuals and organizations to thrive. Remember, emotional intelligence is a skill that can be learned and developed over time. By focusing on self-awareness, empathy, and emotional regulation, we can all contribute to a more positive and productive work environment.

🌟 Group Work: The Overlooked Key to Individual Growth 🌟 We all know that group work boosts team productivity, but what about the benefits for each person involved? When employees collaborate, the personal gains go far beyond the task at hand. Here’s how group work helps individuals thrive: 1. Stronger Communication Skills 🗣️ Group work builds clear communication and active listening skills. Deloitte Insights found that companies with strong collaboration are 5 times more likely to be high-performing 🤯 2. Enhanced Empathy and Emotional Intelligence 🤝 Collaborating with others fosters empathy and emotional intelligence—skills crucial for personal growth. According to Harvard Business Review, empathy is the top leadership skill, and emotionally intelligent teams perform better. 3. Confidence and Engagement Boost 💪 Sharing ideas in a group builds confidence. Gallup reports that employees who feel heard are 4.6 times more likely to be empowered to do their best. Group work allows people to feel valued and engaged. 4. Connection and Belonging 🌱 With remote work on the rise, isolation can be an issue. Group work combats this by creating a sense of community. BetterUp found that belonging boosts job performance by 56% and cuts turnover risk by 50%. 5. Adaptability and Personal Growth 📚 Working alongside others exposes employees to new ideas, building adaptability and resilience. LinkedIn’s Workplace Learning Report shows that continuous learning through collaboration makes people more flexible and creative. 6. Well-Being through Creative Play 🕺 Group games and creative play help people de-stress by shifting focus from emotional processing to cognitive function. Play activates cognitive pathways, helping people stay present, reduce stress, and tackle challenges with fresh energy. Group work doesn’t just benefit the team—it helps each person grow. The best workplaces know that building connection, empathy, and resilience leads to a stronger, more innovative culture. 💡 What benefits have you seen from group work? Drop your thoughts below! 👇

Are You Unlocking Your Team’s Full Potential? Ever wonder why some teams shine brighter than others, achieving beyond the expected, while others barely scrape by? The secret isn’t just in the strategy or the skill set; it’s deeply rooted in psychology. 🧠 Engagement: A Psychological Puzzle 🧠 Engagement isn’t just a buzzword; it’s the lifeblood of a thriving team. According to Kahn (1990), the depth of an employee's engagement is shaped by three critical psychological states. Let's unpack them: ➡️Meaningfulness - Does the work resonate on a deeper level, making your team eager to invest their heart and soul? ➡️Safety - Is your workplace a safe haven where everyone can be their authentic selves without fear? ➡️Availability - Are your team members in the right headspace and physical condition to give their best? Simple, yet profound. But wait, there’s a foundational theory that ties all this together. 🏔️ Maslow’s Magic Mountain: The Needs Pyramid 🏔️ Maslow’s hierarchy of needs is not just academic jargon; it’s a blueprint for understanding what propels us forward. From physiological needs up to the pinnacle of self-actualization, each level offers insight into what fuels our drive and dedication: ⛏️Base Camp: Physiological Needs ⛏️Level 2: Safety ⛏️Midway: Love and Belonging ⛏️Level 4: Esteem ⛏️The Peak: Self-actualization Maslow’s journey isn’t linear; it’s an interconnected web where meeting one need often amplifies others, offering a more holistic approach to motivation and engagement. 🌈 Maslow 2.0: Beyond the Basics 🌈 The pyramid has evolved, now encompassing cognitive, aesthetic, and transcendence needs, each adding a layer of complexity and opportunity for fostering a more engaged, fulfilled team. 🌍 Reality Check: Needs Are Like Vitamins 🌍 Global research by Tay and Diener highlights a crucial insight: our needs function independently, like vitamins, essential for our overall well-being, irrespective of our circumstances. 🔥 Actionable Insights 🔥 The pathway to unparalleled engagement and productivity lies in: 💊Fostering Safety and Belonging: A non-negotiable for unlocking potential. 💊Customized Engagement Strategies: Recognize and address the diverse needs of your team. 💊Collective Growth: Encourage and celebrate development at every level. 💊Promoting Transcendence: Cultivate a culture of support and altruism, propelling everyone towards shared success. Understanding and nurturing the myriad needs of your team isn’t just good practice; it’s the cornerstone of exceptional leadership. It’s about creating a space where work is meaningful, environments are safe, and everyone is poised to reach their full potential. 🌟 Over to You: How do you improve engaging in your workplace, or with the teams you work with? 

Relational Systemic SUPERvision Conference: SUPERvision & Belonging   02 October 2024: 8am UK to 8pm UK Belonging: A Crucial Topic for SUPERvision Conference   Belonging is an increasingly relevant theme for a SUPERvision conference, especially in today’s rapidly changing world. As societies become more diverse and interconnected, the sense of belonging becomes critical for individual well-being and collective harmony. According to research by Stanford University, the feeling of belonging can significantly impact mental health, productivity, and engagement levels. People who feel they belong are more likely to contribute positively to their communities and workplaces.   In a world where remote work and digital interactions are becoming the norm, fostering a sense of belonging has become more challenging and essential. Harvard Business Review notes that in workplaces where belonging is prioritized, there is a 56% increase in job performance and a 50% reduction in turnover risk. This demonstrates how vital it is for organizations to cultivate environments where everyone feels valued and included.   As highlighted by the World Economic Forum, creating inclusive communities helps break down systemic barriers and promotes social justice. Addressing belonging allows for a deeper exploration of how to build inclusive spaces that support the diverse needs of individuals, paving the way for a more just and connected world.   Research has shown that individuals who experience a strong sense of belonging report higher levels of well-being, self-esteem, and life satisfaction (Baumeister & Leary, 1995).   The schedule to date at a glance:   In the beginning, we gather to ignite A journey through insights, wisdom, and light. With words from Clare, we start the day, Welcoming thoughts to lead the way.   Impactful team supervision and creativity take the floor, As Craig and Sameera open the door. Transformative growth as throughs beging to flow, Internal reflections will nurturing and grow.   Through the lens of AI and future’s grace, Sam will guide us through time and space. Eve then explores belonging too, With ethics and systems that impact you.   In Chinese and English, Gloria’s topic will shine, Triple loop learning for growth will unwind. Caroline shows the one-on-one art, With Elaine’s French touch, we delve into heart.   Metaphors of nature Marc then inspires, With Mirella’s wisdom, spirits rise will rise. Paul’s playful touch with LEGO bricks takaes us to a height, And Katie’s intuition is then our guiding light.   Belonging here, a felt embrace, Sharing thinking, a developmental space. In sessions of wisdom, from Irena on leaders and SUPERvision, A tapestry of growth, forever the mission.   As the day concludes, Clare consolidates, Closing with gratutude, a final embrace. With hearts full of knowledge and belonging anew, We part with to the field to practice what’s new.    https://lnkd.in/dkTUXRuZ