Linked: L&D’s Role in Attracting Top Talent
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Linked: L&D’s Role in Attracting Top Talent

The folks from this survey understand two things.

1. The skills they have today won’t be enough to be successful tomorrow. Technology is changing the work we do at an ever-increasing clip. If they are in a job that isn’t keeping pace, or giving them the opportunity to keep pace, it’s going to end badly for them.

2. If an organization isn’t recognizing the need for their talent to continuously learn it is not only offering a job without the kind of future they are seeking, but it’s probably not offering itself the kind of future it needs. People see this. Your top people know it’s true. They see a sinking ship long before you do. A ship that keeps doing what it’s always done without growing and adapting to change is sinking. Maybe not today, or the next year, but eventually, they know.

Linked: How long your meetings should last
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Linked: How long your meetings should last

We aren’t strategic about meetings. We don’t plan for the meeting enough, we schedule the meeting in order to plan. We should start planning before the meeting, and figure out what we want from the other folks before we invite them, and tell them. Those of us who think more creatively by ourselves ahead of meeting with others will also bring much more to the meeting when you share the agenda and expectations ahead of time too.

If you take anything away from this, remember that it’s OK to not invite everyone to every meeting, and it’s OK to use all of the other tools we have to collaborate instead of having a meeting.

Your calendar will thank you.

Linked: How to Be a Mental Health Ally
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Linked: How to Be a Mental Health Ally

It’s that first line that should grab your attention because so many people do not see mental health struggles as something that impacts them, or will impact them. But the numbers don’t lie. Someone you know, probably even someone very close to you, is dealing with mental health struggles as you read this. Someone you work with is doing the same themselves or supporting someone else who is.

How great would it be if we all recognized that and provided a safe place for them to talk about those struggles instead of not welcoming their voices and causing more harm?

I don’t think we can even imagine how helpful that would be because we see it so infrequently. It’s time for that to change.

Linked: How to Survive Constant Change at Work
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Linked: How to Survive Constant Change at Work

The interesting thing to think about is not just in regards to your own managers. This extends out to clients, partners, customers, etc. When they are allowed to constantly shift the goalposts and your response to your employees on the front lines of those relationships is “eh, you know how they are”, consider the fact that you are not keeping them safe. It’s not just an irritation, it’s creating an environment that is not psychologically safe for them. It is doing harm.

This gets old, and as the quote above says, it contributes to a loss of trust and cynicism. It might also lead to a ton of burnout too.