Marva Bailer

Work-life balance is all about commitment, flexibility, communication—and importantly, delegation and trust. Both work and personal life come with routine tasks and big moments that require focus. At work, we often face deadlines tied to end-of-quarter goals, client deliverables, or leadership meetings, and it’s crucial to be present during those key moments. Delegating, trusting your team, and letting go of the need to handle everything personally allows you to prioritize effectively. This shouldn’t be the exception but the norm, creating a balanced approach that reduces guilt and allows for full engagement in both work and life.

To keep the team energized and focused on long-term goals, we need more than just progress reports; we need 'mission moments' that connect our work to real impact. This means finding and sharing stories that bring our purpose to life. It’s not enough to say we built 25 homes; we should share the journey of a family who, after years of couch surfing, now has a place to call home. This story isn’t just about providing shelter—it’s about creating stability, offering children a safe space, and changing lives. By actively seeking out these stories, we remind ourselves of the human side of our mission and the profound difference we’re making. These moments fuel our motivation and keep us grounded in the purpose behind the larger goals.

When a teammate isn’t contributing, it’s easy to jump to conclusions, but this can be an opportunity to learn and listen. Rather than assuming the worst, consider approaching the situation with curiosity and empathy: Is there something competing for their time and attention? Personal challenges or external pressures could be impacting their ability to contribute fully. Is there valuable history they haven’t shared? Their past experiences or knowledge may hold key insights that could benefit the team. Is there a better way to collaborate? Sometimes a simple shift in approach or communication style can make all the difference. By taking the time to understand their perspective, we can build stronger, impactful teams.

As fall settles in and the excitement of the Olympics fades, we're reminded of the importance of feedback in helping athletes perform on a world stage. Feedback, when specific and trust-driven, becomes a powerful tool for growth. Actions: Seek out regular, specific feedback – Make it a habit to ask for clear, actionable insights. Model servant leadership – Lead by example and offer feedback that focuses on growth, not just evaluation. Create trust-based environments – Foster spaces where feedback is seen as a positive step forward, not a critique. By sharing the stories of those who have embraced feedback and modeled excellence, we can inspire each other to elevate our performance and support continuous improvement

Effective performance management is about building and optimizing employee talents. As a manager, acknowledge that underperformance can be challenging, but frame it as an opportunity for development. Provide objective, actionable feedback—avoid vague phrases like ‘good job,’ and focus on details that drive change. If in person, sit corner to corner; if on the phone, avoid distractions and focus fully. Check non-verbal cues, as they impact how feedback is received. Prioritize personal development, align progress with goals, and offer resources that foster growth.

As a leader, I’ve found that sharing feedback I’ve received, along with how I incorporated it and why, opens the door for authentic conversations. It’s a way to show humility and vulnerability, creating a safe space for others to share openly. Feedback isn’t just about encouragement—it’s about growth. That’s why specificity matters. A 'great job' feels good in the moment, but detailed, thoughtful feedback provides the insights needed to improve and move forward. When we focus on specifics, we empower each other to grow in meaningful ways.