Caregivers in the Workplace

Anyone who has been a caregiver to a loved one knows it can be a 24/7 role. Trying to be a caregiver while working full time without supports is exceptionally challenging. Over three million people in Ontario identify as a Caregiver. This number is likely to increase as our populations ages. Employers need to recognize what the caregiver demands are and have conversations with their employees about it. Let’s start having healthy conversations about education and support for our caregivers.

Compassionate Leadership

I loved this 2016 Oprah Super Soul Sunday chat with LinkedIn CEO Jeff Weiner. In the epIsode, Jeff speaks about compassionate and mindful leadership and shares LinkedIn’s Six Core Values:

• Members First

• Relationships Matter

• Be Open, Honest and Constructive

• Demand Excellence

• Act Like Owners

• Take Intelligent Risks

He also goes on to speak about the five keys of happiness learned from his mentor Ray Chambers.

• Be in the moment

• It is better to be loving than to be right

• Be a spectator to your own thoughts and emotions

• Be grateful for at least one thing every day

• Be of service to others

If you are a leader or aspiring to be one, definitely take the time to watch this Super Soul Sunday episode on compassionate leadership.

https://www.facebook.com/SuperSoulSunday/videos/1871822132896084/

Hello My Name is Michelle and I Identify As She

Hello my name is Michelle and I identify as she.

What do you identify as?

I was incredibly lucky to spend the afternoon learning about principles for inclusion with Kim Katrin Milan. I learned much about cultural, race, gender, sexual, LGBTQ and transgender inclusion. I am positive we only scratched the surface in this session. It was enlightening, insightful and definitely one of the best trainings I have had the opportunity to attend in the last few years.

If your organization is not offering you diversity and inclusion training beyond what is written in a policies and procedures manual, please question why and ask for this kind of workshop. Toronto is the most diverse city in the world and we are going to run into many different cultural norms. Ask questions and create an opening for conversation. Part of the way we treat people how they want to be treated is to simply ask.

Sexual Harassment in the Workplace

Consider this: One in two Canadian women have experienced sexual harassment at work, according to a 2018 Angus Reid survey, and 89% say they use strategies to avoid unwanted sexual advances in the workplace. Yet, in a survey late last year of 153 Canadian executives—95% of whom were male—the Gandalf Group reported that 94% said sexual harassment was not a problem at their companies.

Please take time to read these stories shared by eight brave women. One of my former colleagues is one of the eight women to share her story. Share it. Speak up if you see it happening to a colleague who may not have the confidence to speak up for themselves. Intervene. Lead by example and end sexism and sexual harassment in the workplace.

What will your work legacy be?

Legacy

“Something that is a part of your history or that remains from an earlier time.” – Cambridge Dictionary

When we speak about a legacy, it is often in the context of when someone has passed away. One may hear “George was an amazing husband, father and family man.” or “Andrea was so selfless to the needs of others and gave so much back to her community.” Not only do we leave a legacy when we leave this earth but also in the workplaces we inhabit during our lifetime. Whether one has spent their entire career in one organization or moved around from place to place, everyone of us has a work legacy we leave behind.

Will people miss you or will they be happy you are on your way out the door? Will you be known as a brilliant business person, a deal maker, a teacher and facilitator, a backstabber, a hard-worker, bully, one of the mean girls or guys, a manipulator or micro-manager, coach, confidant, collaborator, someone who includes other, who is inclusive, makes people feel at home, a team player, a peacemaker or relationship builder.

No matter what ones role in an organization is, we all leave it with a legacy – positive, negative or indifferent. If you left today, what would your legacy be? Is this something you would be proud of? If not, what are you doing to change it?

Remember YOU and your actions have the power to decide what legacy you will leave others with. What do you think your legacy will be? What do you hope it will be?