Valuing People

03/31/2022

A while back, asked me to help them revamp their Financial Management for Nonfinancial Managers course in the Nonprofit Financial Management program. Well the revamping is almost done and the teaching and learning will begin in May.
The course is 13 weeks long, but it is an asynchronous course set up so the independent learner can proceed through the course as it fits into their schedule. You can participate in this course from literally anywhere in the world.
Here's SFU's invitation to have you join us: Position your organization for success with the online Non-Profit Management Certificate and courses from Simon Fraser University Continuing Studies. Learn more at .
If you're interested, or know someone who might be, please feel free to DM me with any questions you might have.
https://www.sfu.ca/.../non-profit-management-certificate...

03/10/2022

It has been a while since I last posted, but I thought I'd let you know about a new article I've had published. Recently, I was asked to write about by . I had the opportunity to share my thoughts on considering the needs of your people as well as the organization during the process and as part of .

You can find the article here: https://bit.ly/35N4FBo

11/04/2021

I'm pretty stoked! I have the privilege to present 4 workshops and a keynote to the Manitoba chapter of the Project Management Institute in two weeks. The conference is called Reignite 2021 and it will take place on November 16th & 17th.

Thanks to COVID, the organizers decided to make the conference totally virtual. Of course, that means we won't be able to gather together in person, but it does provide opportunities to participate from the comfort of your own space - wherever that space may be.

You can check out their website (see the comments section) for more details. Best of all, you can earn up to 12 PDU’s for attendance at this event. Perhaps I'll see you there!



https://pmimanitoba.org/reignite-2021

09/14/2021

Too long since I last posted! Here's my New Year's Resolution (Everyone knows that a New Year starts in September!) I'm going to post more regularly!

Today, I want to tell you about 𝐄𝐯𝐨𝐥𝐯𝐞 𝟐𝟎𝟐𝟏: 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐧𝐠 𝐟𝐨𝐫 𝐂𝐡𝐚𝐧𝐠𝐞 - a virtual, global conference featuring some of the most well known people in the field of strength-based, inclusionary change practices.

This conference is going to feature people like Diana Whitney, Sandra Janoff, Harrison Owen, David Issacs, Gervase Bushe, Amanda Trosten-Bloom, Christine Whitney Sanchez, Jacqueline Stavros, Tony Silbert, Jen Hetzel Silbert, Tova Averbuch, Peggy Holman and so many, many more.

This is an awesome opportunity to Learn. Practice. Connect. with leaders in the field and the clients they work with. They will share ways of thinking, doing and being that will change the way you think about the world around you.

Check out www.evolve4change.com for more details or DM me.

12/18/2020

This is the season of giving. Too many managers aren't giving what their people really want.

Is it a box of chocolates? No. Is it a gift basket with exotic fruits and organic, fair trade coffee? No. Is it a week off with pay? Well … maybe.

In fact, it could be any of those things or all those things. But if you are really, really looking for that perfect gift, find a mirror.

No, you’re not going to give them the mirror. You’re going to give them what’s in the mirror. You’re going to give them you!

When we , we give of ourselves. We provide feedback; we coach; we mentor; we show our people they matter; we offer responsibility and autonomy. Most of all, we offer genuine appreciation for something specifically well done.

The reality is that managers think they are appreciating their people more than their people say they are. In fact, the primary reason people leave their organization is a lack of recognition from their immediate supervisor.

So as you’re looking for the perfect gift for your employees this year, take the time to give of yourself. You may just find it is the least expensive and most appreciated gift you give all year.

Happy holidays, everyone! May 2021 be everything 2020 couldn't be.

11/25/2020

I had the opportunity to follow-up last week's podcast with Kathy Archer on and with this week's discussion on the value of . In particular, we speak about the difference between follower as a and as a .

When we treat followership as a role, we realize that anyone can - and should - be a leader. If you are treating your followers as leaders when the time calls for it, you are .

Thanks for the last 2 weeks, Kathy!

There are times when the named leader of a team needs to step back and allow others to lead! That’s when you become a follower! Learn how here.

11/23/2020

⏰⏰ Monday Musings: Today I'm starting something new. Every Monday, I'm going to post a short - and I mean short - video or podcast from someone who has something important and practical to say about .

Here's the first one. In this two minute video, shares a tool called the Humour Audit (Sorry. Canadian spelling!) from a recent book by and .

This tool is no laughing matter as it shows the strength of the correlation between humour at work and a whole series of employment related metrics such as , and improving the relationship between managers and their employees.

And how can you possibly value people without humour. Til next Monday!

Pinkcasts: short, informal, low-fi videos offering tips, recommendations, or whatever happens to be on my mind. Sent on the 1st and 3rd Tuesdays of every month.

11/18/2020

So delighted to have been given the opportunity to speak with my friend and colleague Kathy Archer on her weekly podcast. We had a chance to talk about two important concepts: how to use leadership power effectively and what does it mean to support the idea of active followership. .

Understand what kind of power you are using to be an effective leader

09/02/2020

Everyday we go to work. For some, it’s a – a means to a more important end. For some, it’s a – the next step in moving up the ladder of success. And for some, it’s a – work that we are absolutely meant to do because it gives our lives meaning and purpose.

People who have a Calling are insatiably curious; they love their work and the impact they are making through it; they’re the ones we are referring to when we talk about the 20% who do 80% of the work.

In Amy Wrzesniewski’s article, Finding Positive Meaning in Work, she notes that "those with Calling orientations work not for the financial rewards or advancement, but for the fulfillment that doing the work does contribute to making the world a better place."

When we , we seek to understand their Calling and find a way to tie that calling to the organization’s needs and goals. We recognize that for those with a Calling, ongoing learning and increasing opportunity is their motivation.

We take responsibility for supporting and encouraging their growth. We recognize that most people – and particularly those with a Calling – are looking for meaningful, challenging work that serves a greater .

Most of all, we that investing in our people, is investing in our organization.