Leadership Institute at Columbus State University

  According to a Global Business Technographics Workforce Benchmark Survey, Forrester Analytics 2019, here are the 5 key predictor for employee burnout:   78%   Lack of recognition for hard work and accomplishments 72%   Recent changes that affect them 45%   Micromanaging boss 40%   Corporate politics 33%   Devices or applications break often   To prevent burnout in your team:   Recognize their hard work and accomplishments, communicate changes that affect them early and often, give them autonomy to do their job, help them navigate office politics (because they cannot be avoided), and invest in the tools they need to do their jobs to the best of their abilities.

 In this follow up blog we look at the different types of microaggression and recap steps to managing microaggressions in the workplace. To reiterate microaggressions go beyond sex, race and ethnicity and can encompass a range of other characteristics. The types of microaggression are: micro-assault, micro-insult, and micro-invalidation. ·          Micro-assault: Intentional action intended to cause harm. Overt, explicit discrimination. ·          Micro-insult: Unintentional, insensitive and dismissive of one’s identity/ culture. o    “Where are you actually from?” ·          Micro-invalidation: Unintentional and resulting in the dismissal of another’s feelings, and invalidating the reality of that person’s culture, identity or outlook. o    “When I look at you, I don’t see color.”   o    “You don’t talk like a black person.” There is also Macroaggression, this type of behavior is less subtle and is based on overt discriminatory beliefs. As defined by the Association of J

  By Chelsea Powell After listening to a recent podcast on DearHBR, on work-life balance, I have found myself trying to be the best team member and leader during this time of uncertainty, or at this point let’s just call it chaos. But I never stopped to think about how I can adjust to be a better partner, daughter, sister, and mother for my family.  The time we have devoted to creative thinking and shifting our entire way of life to virtual, my energy has been focused on how to be the best employee and leader I can be for my team. I asked myself after this podcast, why I haven’t been dedicating the same time to my family during this time and being a leader for them? To be honest, it’s probably because I am tired, we are all tired.  Here’s what I realized, there is no real “balance” in fact we all probably feel like this is just a constant juggle and we are so afraid not to drop one of the balls.  I hate to say it, but during this time the balance will probably never be there, and we ne

By Shana Young Perseverance is necessary and good.  People who preserve, sometimes referred to as grit, pursue things with energy, drive and a need to finish.  They seldom give up, especially in the face of resistance or setbacks.  However, perseverance can be overused.  Perseverance in overdrive looks stubborn, unyielding, someone with unbalanced priorities, someone who finds it difficult to switch gears, pursues efforts beyond reason and can confuse the personal pursuit of have-to-do's with what actually needs to be done. Below are some things to consider when trying to identify, foster, and manage perseverance/grit in the workplace according to Dugan, Hochstein & Rouziou in their article 'The Pros & Cons of Grit’ for Training & Development magazine: When trying to identify those with perseverance: Instead of:                                                         Looking for a myriad of extracurricular activities when reviewing resumes (which might indicate that