Featured Practitioner: Beth Petersen, LMT of Unwind Bodywork

In this first episode of my Featured Practitioner series, you’ll hear from a specialized massage therapist who applied her passion for sports, yoga, and helping people to regain functionality.

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Company Culture FAQs Part 3 of 5

In part 3 of the series about Frequently Asked Questions on creating a sustainable Company Culture, we discuss the benefits and downsides of social media.

I’ll also share my secret to finding balance as a business owner.

Watch the recorded video here, or reading bonus-filled content below.

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How to Recognize Implicit Bias After What Happened to Starbucks

A recent event at a coffee shop in Philadelphia has stirred controversy about subconscious bias, corporate policies, and how to repair a company’s fractured reputation.

In this article, I explain:

  • the facts behind this event (including quotes from the young men, Starbucks leaders, Philadelphia police and Mayor, and other experts)
  • What are Policies and Procedures?
  • When the Enforcement of Policy Shows an Underlying Bias
  • Starbucks’ Official Statement
  • Taking Action: What You Can Do to Prevent a Starbucks-Like Incident
  • The 7 Symptoms of Implicit Bias, and
  • My Conclusion

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2017: My Business Year In Review

Conducting a “year in review” process is incredibly useful. It can also be excruciating, because looking back at the good & bad of the past year forces us to confront uncomfortable realities. It serves as a window to evaluate goals, examine priorities, and identify where we’ll focus our energy in the coming year.

In this post, you will hear how my Year In Review has strengthened me as a business owner. I’ll share what happened for me professionally in 2017, what worked and what didn’t, and some lessons learned.

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[Video] Let’s Define… What is “Hollowed-Out Engagement”?

Connecting with employees, customers, and other stakeholders requires us to see life from their point of view. In this Let’s Define episode, I share my “Needs, Fears, and Expectations” concept and simple ways to fix disengagement.

Read my definition of “Hollowed-Out Engagement

Watch the video, or read the transcript below:

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[Video] Let’s Define… What is an “Employee For a Day”?

What does your company look like from the point of view of staff? In this Let’s Define video, I define the “Employee For a Day” concept and why it’s so important.

Read my definition of “Employee For a Day” and what happened when I tried this experiment as a new manager.

Watch the video, or read the transcript below:

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“Employee For a Day”: How to Start

Are your staff afraid to share what is going wrong in your company? Do problems keep happening, and you don’t know why?

A great solution is to step into the roles of your staff and see the situation first-hand.

One fantastic technique is what I call “Employee For a Day.” It is a simple, hands-on activity where an executive leader leaves their role, and she or he sits in the seat of employees to see the organization from their point of view.

In my previous post, I describe what happened when I entered the day-to-day world of my staff. It humbled me, challenged me, and ultimately led to several changes in the organization.

There were a few drawbacks as well. Here are all the dirty details of how to get started.

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Yin and Yang Approaches to Management

Balance is very difficult for leaders. When things go wrong, many of us find it hard to stay calm, cool, and collected.

Leaders are expected to meet objectives, yet also be approachable. To maintain control, but welcome differing opinions. To motivate staff, yet manage ongoing risks.

A few years ago, I was hired as director at a healthcare facility in Minnesota. It was a perfect fit for my experience and training. The leadership team was encouraging, as were the members of my department. And I really loved being in a long-term care environment.

But despite all the support, I found myself increasingly stressed and anxious. The problem wasn’t just the high-pressure environment; instead, it was a battle happening in my mind. As an introvert, I do my best work in periods of silence and reflection. My information-gathering process is intuitive, because I rely on connections between things that are not obvious to others. Rather than following a specific pathway, I look for hidden clues and investigate the root causes of problems. My process may be unconventional, but it gets results.

Unfortunately, executive roles typically do not welcome an intuitive thinking process. And this clash — between my natural temperament, and a system that rewards fast and decisive action — resulted in a very high-stress environment.

I wondered:

Why was it so difficult for intuitive leaders to fit the mold of traditional corporate thinking?

and

Is it possible to find a balanced leadership style?

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