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Enjoyed Dr. Nick A. Fabrizio illuminating keynote on 'Work From Wherever' at eCornell recently. The spotlight on remote work's influence on employee engagement and value was thought-provoking. It's evident that remote work can boost employee engagement, offering flexibility that's hard to match in traditional settings. Yet, the hybrid work model also holds sway, offering a blend in-person interaction and remote flexibility. the freedom of remote work versus the blended approach of hybrid work: Which one truly maximizes employee value? Here's the link to the Keynote. Come back and share your thoughts? https://lnkd.in/gHYcQ2_w #eCornell #RemoteWork #HybridWork #EmployeeEngagement

In 1994 I sat in a strategic planning meeting in Eden Prairie, Mn as a 32 year old, fresh out of the field operations, and transitioning to management at HQ. I watched in confusion that day as decisions were being made that were short-sighted and predictably devastating to an amazing company. I remember raising my hand and challenging the CEO at the time, who...well....let's just say he did not respond too kindly to my challenge. That brief exchange consumated in me predicting that if we go this route, we were destined to become a classic college classroom case study of a great company gone bad. Not tooting my horn here, as many others in management were aligned with this same thinking and challenge. And long story short, the long and unfortunate unraveling began, with a story that picks up in the article below, and has met further demise since. Why do I share this? For 2 reasons: 1. As a senior manager, you absolutely must solicit input, and then listen to your employees who are closest to your consumer. Do not ever abandon the voice of your field operations in favor of career employees who have never stepped out of the ivory tower. 2. As a young, rising and upwardly mobile employee, do not ever be afraid to speak up, if your input is rooted in passion and truth. https://lnkd.in/gAwEwYww

Having a brand new experience at the Kansas Department of Health and Environment Bureaus of Family Health, Community Health Systems, and Health Promotion joint retreat. 🎤 Environment: Typical stage, microphones, podiums, big screens, carafes of coffee. 🤝 Objectives: Transparency, equity, collaboration, networking. 👩🍼 In the crowd: Babies, jeans, directors and support staff at the same tables, a companion dog, knitting. 🤔 What's new: Leadership has reduced the boundaries between titles and levels of education and allowed these professionals to prioritize their comfort, families, and personalities without diminishing the importance of the work or compromising productivity. After over 20 years attending conferences and retreats in the healthcare field, why is this the first time I'm having this experience?

Here's what I've learned about the role from my first year as Chief of Staff to our CEO. Read more: https://hubs.li/Q02mw2Js0 Post written by Archana Rao, Forbes Councils Member.

Just finished the course “Increase Visibility to Advance Your Career” by Dawn Graham! Check it out:  #careerdevelopment.

Last year, I worked with two DEI leaders who felt powerless in their roles and were overwhelmed by the increasing expectations but decreasing resources. They were stuck, confused and exhausted.😫 They gathered a small group of staff who wanted to create change in their workplace through a DEI committee. Ten heart-filled leaders and thoughtful frontline employees wanted to do the right thing. They created engaging programming like book clubs and lunch-and-learns, but they weren't seeing the type of outcomes they were looking for. The challenge was that they needed more clarity and structure to be successful. Enter… me! 👋🏾 I was so excited that they asked me to support them in creating a DEI committee. Not just because they are committed, fabulous people, but because I always tell clients that DEI work is a marathon, not a spirit. For six months, I guided them through developing the final product - a committee charter. The charter is the committee's governance cornerstone. We determined… ✅ Senior leader involvement strategy ✅ Membership criteria and tenure ✅ Accountability structure  ✅ Leadership structure ✅ Guiding principles ✅ Roles and responsibilities ✅ Meeting frequency ✅ Communication process ✅ Committee mission ✅ Committee size Now, they have a high-functioning diversity, equity, and inclusion committee dedicated to supporting their organization in living its values through a DEI lens. They put in the work. It wasn't easy, but it paid off. Plus, it reduced burn out because they had a plan to share the load! You might be wondering... 🤔 How do I get buy-in from senior leaders and colleagues? 🤔 How do I explain how DEI initiatives can retain the best employees? 🤔 How do I make inclusion a part of everyone's job? 🤔 I don't have six months. How could I possibly do this? Sound familiar? Six months is a long commitment. And my 4-day DEI Bootcamp was overwhelming for many. I love working with leaders who want something better but don't know what to do or where to go and want to start working on change now! Maybe that is you. If so, I can help! I'm launching Unlocking Inclusive Leadership in 90 Days: Creating a DEI Committee Governance Structure without Certification or Formal Experience. It is for leaders who need their confusion turned to clarity and their burned-out state turned to energized direction on a flexible schedule. ☑️ Learn how to create a workplace where everyone thrives. ☑️ Get tools to strengthen belonging. ☑️ Create clarity and get buy-in. Get group coaching from me and lifetime access to step-by-step action-oriented content-packed videos, tools, and templates, that carefully guide you through the DEI committee development process. As you start (or re-start) your DEI committee, let me be your resource like I've been to so many others. Set up a 15-minute call https://lnkd.in/gmBxucDK so I can help you make DEI sustainable in your organization. See you on my calender 😉! Melissa 👋🏾

Each year, thousands of executives retire from long and successful corporate careers. But few are prepared for the journey they are about to embark on. Based on conversations with dozens of highly respected former chief executives,

Secure your seat at the "Learn from the Masters: Outstanding Director Insights" panel next Thursday featuring Twin Cities Business 2023 Outstanding Directors honorees. Limited tickets remain, and we don't want you to miss this unique opportunity. https://lnkd.in/gFe6-Edc The discussion promises to be content-rich, covering a wide range of topics, including: - What It Took: Discover the pivotal moments and decisions that propelled our panelists to this illustrious point in their board careers. Gain valuable insights into the pathways to success. - Lessons Learned: Hear about the challenges they faced, the hurdles they overcame, and the invaluable lessons they learned along the way. Their experiences are a treasure trove of knowledge for directors like you. - Words of Wisdom: Our panelists will impart their unique words of wisdom, providing you with actionable takeaways that can help you excel in your own board journey. #boardofdirectors #boardcareer #twincities

Today’s tip for higher ed administrators eyeing upward mobility on the org chart: This critical facet of your role is your pathway forward. Yet, it's often overlooked. If you're akin to most of your colleagues, your focus is unwaveringly fixed on these tactics: - Networking on campus, - Presenting at national conferences, - Capturing the attention of the president’s office, - Wrapping up your doctorate... It's logical. More visibility equals more prospects. However, you're overlooking a significant opportunity. Mastering the art of management will not only elevate your profile but also pave the way for your next step. I have a peer who, by all accounts, stands at the pinnacle of their field: - AVP, - Esteemed within their discipline, - Contributing significantly to their national association. Yet, here's the snag: Their department and university faculty tell scenes of chaos and dysfunction. Staff turnover is rampant. Morale is plummeting. Their career rests precariously on fragile foundations. They neglected the journey to becoming a world-class manager. Strive to be the finest manager you can be. The rest will naturally fall into place. What is your strategy for moving up in the org chart? * * * * * * 📬 Repost to your community if this resonates. Follow me Alan Earhart PhD for daily management tips for higher ed professionals. 8:30a & 1:30p EST.