#Level 5 Leadership And Management Childcare

[i-successacademy]

Guide to Attain Assessor Qualification via Specialized Assessor Course Building a Brighter Future: Level 5 Leadership and Management in Childcare

Proper training is essential for caregivers in childcare-related businesses to provide quality care, understand child development, and handle emergencies effectively. The TQUK level 5 leadership and management childcare course offers aspiring leaders the opportunity to develop advanced leadership skills tailored specifically for the childcare sector.

[livelovedelaware]

Unlocking the Workforce: Tackling Childcare Obstacles for Employee Reintegration

In today's fast-paced and competitive job market, the importance of childcare in the workplace cannot be overstated. As companies strive to attract and retain top talent, addressing childcare obstacles is essential for unlocking the workforce's full potential. Employee reintegration after parental leave or caregiving responsibilities often presents challenges related to childcare, and organizations must proactively tackle these obstacles to ensure a smooth transition back to work for their employees.

One primary challenge working parents face is securing reliable and affordable childcare options. The availability of childcare facilities, the cost of services, and the quality of care provided are all factors that can significantly impact a parent's ability to return to work. Employers can be crucial in addressing these challenges by offering childcare support programs such as subsidies, onsite childcare facilities, or flexible work arrangements that accommodate parental responsibilities.

Flexibility in work schedules is another crucial consideration for parents returning to the workforce. Balancing work commitments with childcare duties requires a degree of flexibility that traditional 9-to-5 schedules may only sometimes accommodate. Employers can empower parents to manage their work and family responsibilities more effectively by implementing flexible work hours, telecommuting options, or compressed workweeks.

Furthermore, fostering a supportive and inclusive work culture is paramount in addressing childcare obstacles. Employees should feel comfortable discussing their childcare needs with their employers and colleagues without fear of judgment or stigma. Resources such as employee assistance programs, parental leave policies, and access to childcare referrals can demonstrate an organization's commitment to supporting working parents.

Another aspect to consider is the impact of childcare responsibilities on career advancement and professional development. Many working parents, particularly mothers, may face challenges pursuing career opportunities due to caregiving responsibilities. Employers can mitigate this barrier by offering mentorship programs, leadership training, and networking opportunities that enable parents to continue their career growth while balancing family commitments.

Additionally, promoting awareness and advocacy for family-friendly policies at the organizational and legislative levels can contribute to a more supportive environment for working parents. By partnering with advocacy groups, lobbying for policy changes, and actively participating in community initiatives, employers can help shape the broader landscape of childcare support and advocacy.

Addressing childcare obstacles is crucial for unlocking the workforce's full potential and promoting inclusivity and diversity. By implementing supportive policies, fostering a culture of understanding and flexibility, and advocating for family-friendly initiatives, employers can successfully empower parents to navigate the challenges of balancing work and childcare responsibilities. Ultimately, investing in child care services in Central Delaware is beneficial for employees and essential for driving organizational success and cultivating a thriving workforce.

[no-im-not-the-cleaning-lady]

Stirring the Pot of Culinary Inclusivity

Picture this, it’s Thanksgiving and you smell a turkey in the oven, mac and cheese cooling off, and your favorite cookie dough being rolled into balls on a tray. Who do you picture making these dishes? Most people might imagine their mom, aunts, or grandmother in the kitchen. But when you see the cooking show they’re watching, it's Gordon Ramsey or Guy Fieri. Even in the broad field of culinary arts, gender disparities continue to persist. This can be seen as more men occupying the prestigious position of head chefs in high-end restaurants than women. The roots of this phenomenon can be traced back to historical gender roles; women were traditionally pushed to fulfill domestic responsibilities, including daily cooking for the family. Throughout this post I want to talk about the average mom’s kitchen and the demanding environment of a five-star restaurant. Hopefully by the end, we’ll have a better understanding of the factors contributing to the underrepresentation of women in the culinary world.

The traditional division of labor assigned women the role of homemakers, responsible for managing household chores, childcare, and, inevitably, daily meal preparation. This societal expectation has perpetuated the stereotype that women excel in the domestic kitchen but face challenges when transitioning to the professional culinary arena. The nurturing and warm familial connotations associated with women's cooking have led to the assumption that their skills are better suited for home environments rather than the high-pressure, fast-paced setting of a professional kitchen. While we know that the domestic kitchen is often characterized with a more relaxed atmosphere and a professional kitchen demands precision and speed, what many fail to recognize is that many women have probably had to take care of multiple domestic chores at the same time. For instance, in a high paced 5 star kitchen, each chef has a task, and a time limit to complete that task, but in a home, a mother might have a 5 month old on her hip, toddlers running through the kitchen, and dishes that she’s trying to get done while preparing dinner for more than four people. Although these situations are not the same, we can recognize that although women might not be getting paid to prepare meals every night, they do have to overcome a certain level of stress and emotional turmoil in order to get certain tasks done. In terms of women who might want to enter the world of culinary arts, they might struggle for a number of reasons, including finding other women to learn from in this field. 

The culinary industry has historically been male-dominated, with men holding key positions and shaping the narrative around professional cooking. The lack of representation of women in leadership roles within the culinary world creates a cycle where aspiring female chefs may struggle to envision themselves breaking through the glass ceiling. In a field where mentorship and role models play a crucial role, the absence of prominent female figures in top culinary positions creates a challenging environment for women seeking to climb the professional ladder. Additionally, the gender disparity in the chef career is the demanding nature of the job. Long and irregular working hours, physically strenuous tasks, and the relentless pursuit of perfection are all inherent aspects of the culinary profession. Society's ingrained expectations regarding women's primary roles as caregivers and nurturers may push them away from pursuing a career that demands such dedication and sacrifice. Understanding how societal expectations influence behaviors and opportunities for both men and women in the culinary sphere, lets expand on how gender is performed within the professional kitchen. 

Gender roles in the culinary field are shaped by societal expectations, media portrayals, and cultural norms, influencing how men and women perform their roles in the kitchen. Pop culture uses chefs like Anthony Bourdain to emphasize gender roles, depicting men as authoritative and powerful. In the Food Network cooking show Chopped, where chefs compete to win a grand prize of $10,000, women are often disqualified earlier than men. Although individuals may not be outwardly claiming their sexist practices, everyone can see how traditional biases continue to negatively impact women, even on national TV. Gender performance in culinary arts perpetuates harmful stereotypes and limitations for female chefs. The ingrained expectation that cooking is a feminine task confines women to traditional roles within the kitchen, which undermines their potential for creativity and leadership. This view not only restricts opportunities for women, but it also devalues their contributions, and categorizes their work as domestic and less significant. 

To address the gender disparity in the chef profession, it’s important to challenge and reshape societal perceptions of gender roles. Encouraging young girls to explore their culinary interests, providing mentorship programs, and spotlighting successful female chefs can help break down the barriers that perpetuate the current imbalance. Fostering workplace environments that prioritize diversity and inclusion can create a more supportive atmosphere for women pursuing careers in the culinary world. Overall, the dominance of men in the culinary profession stems from historical gender roles, societal expectations, and the demanding nature of the job. The contrast between the average mom's kitchen and a five-star restaurant kitchen underscores the unique challenges women face in breaking into this male-dominated field. By challenging stereotypes, promoting inclusivity, and highlighting the accomplishments of female chefs, we can begin to create a more inclusive and balanced future in the culinary world for women. 

2017 Chopped winner, Brooke Siem :

[espanadiarywriter]

The great, unstoppable, heroic American individual. Or not.

I’m going to try to explain why I’m not a horrible person even though I don’t like the 7:00 pm clapping every night for health care workers. It’s not because I think health care workers do not deserve our admiration and are not going through hell in many parts of the country. (Or maybe in all parts of the country because even in the areas not yet hit by a COVID surge, health care delivery is being completely upended.) And I do love the community aspect of coming together with neighbors from a safe distance to cheer something important. So why has the 7:00pm clapping been bothering me? I was really trying to figure it out for a while and then it hit me.

It gives me a sense of powerlessness and futility. The American health care system is arguably one of, if not the, most broken, inefficient, and unequal health care systems among modern, industrialized (wealthy) nations. And coronavirus exposed the rampant disparities and profit-focused, everyone-for-themselves system for what it was. And what are we doing about it? Clapping into the wind, on our front porches, from balconies. This is our answer? Once again, we are asking for individual heroics to solve a systemic problem.  

Health care workers are always one of the most at-risk during a pandemic—in the SARS outbreak, for example, one-fifth of the victims worldwide were health care workers. We should have a system that gets them protective gear. Always. We should have a system that tracked and took seriously the pandemic when there were intelligence briefings about it at high levels in January. We should have health care coverage not based solely on employment and where you live (because only some States considered it important to expand health care access).

Quite frankly, it pisses me off. I don’t want to applaud individuals on the front lines because I don’t want to JUST applaud individuals on front lines. I want to make it so the front lines are safer. I want to acknowledge that a nurse working 12-hour shifts is limited in what she or he can do (and even limited in whether she can speak up when she has inadequate PPE or sees safety risks). She or he shouldn’t have to be heroic to do their day job.

We shouldn’t have African Americans and Navaho nations succumbing to a disease at X times the rates of White Americans because they have been systematically denied quality health care for their whole lives, and for generations before today. Hell, I’ve read articles about even at a hospital level, some hospitals have huge high-profile donations in Manhattan, while others in the Bronx are barely gasping for air. Your hospital shouldn’t need a celebrity PPE drive to be able to protect your employees.

Arguably nurses and doctors and medical staff in ICUs, hospitals, care facilities are heroic every day because they have been on the front lines of this broken, inadequate system their whole careers. Nurses and doctors deserve more than clapping into thin air. They deserve action, policies, and justice.

Besides the intractable complicated systemic challenges, everyone one of us can practice personal responsibility. Our front line workers deserve Americans being responsible for other people’s health instead of only caring about their own damn selves. This myth of individual freedom being greater than all communal good is FATAL. Last week, there were Covid-parties to spread the disease among young people. I’m going to say that again. Authorities in Washington State broke up a party specifically held to expose people to someone with Covid. Those people hadn’t even considered passing the disease along to someone more vulnerable—they just wanted immunity for themselves. What rock are you living under? WHY do you think governments across the world are tanking the economy? For fun? NEWS FLASH: It’s to save the lives of the most vulnerable among us in society.

So yeah, I guess I don’t really feel like clapping these days. Even for the heroes. Health care workers still serve people who might vote against better health care, stand in grocery stores without a mask because it’s too inconvenient to wear one, or have a Covid party. Those health care providers are still going to treat you when you come in and need a ventilator. Because maybe you were one of the people who lives in a food desert and must travel far to get healthy food. Or can barely make rent and has to keep stocking grocery shelves. I do not want to imply that everyone who gets sick is irresponsible! That feeds the exact same self-defeating myth of the great, AMERICAN INDIVIDUAL who can surpass all the inequitable systems, systematic racism, and structural problems.

To tell you the truth, I don’t know why all these pandemic problems aren’t solved yet. I have clearly solved them during all my thinking between 3 and 5 am every night. Also, I have devised a way to keep all the puzzle pieces on the too-small puzzle table and remembered I need to clip the cat’s claws. I am very productive in the middle of the night these days. But I digress. One of the reasons we returned from Spain was to make a difference here rather than avoiding the US (and also because our kid was sad, but that’s not relevant to this blog).

So, what to do? Here are 7 things to DO after you clap. If you want to suggest other great organizations working on these issues, please put them in my Tumblr or Facebook comments. Or DM them to me. 

1. Tell congress to increase protective equipment for nurses, now. According to the American Nurses Association, some nurses are being forced to reuse masks or other PPE in their facilities – creating unsafe conditions for both nurses and their patients. Call or write your Representatives and Senators and demand they #ProtectNurses.

2. Feed the nurses! Call a local nurses unit to arrange for a take-out delivery. This will require research and coordination—be sure to work directly with a medical office or nursing unit manager to arrange this. Or if you are in an area that is not hit very hard, check out this organization that is feeding nurses in New York City: https://www.feedthefrontlinesnyc.org/ or Google other organizations across the country doing this.

3. Feed other vulnerable communities. You can help #chefsforamerica safely distribute individual packaged meals to vulnerable communities affected by the Covid-19 shut down. The World Central Kitchen is providing needed work for restaurants while feeding people in need across the United States: https://wck.org/chefsforamerica

4. Tell the health care systems, hospitals, organizations and nursing homes in your area that you care about the safety of medical workers and patient caregivers. Send one of the following articles to your local large health care systems with a letter that you care about them helping their employees. They even argue my point “Organizations need not and should not outsource gratitude entirely to the public. This process starts with leadership”: 1. https://www.ama-assn.org/delivering-care/public-health/caring-our-caregivers-during-covid-19 2. https://www.contagionlive.com/news/how-organizations-can-support-health-care-workers-during-coronavirus

5. Make sure your local police responses to social distancing laws and opening the States are EQUITABLE. See this NY Times article about the NYC enforcement for example: Scrutiny of Social-Distance Policing as 35 of 40 Arrested Are Black   Hold your local police office accountable.

6. Volunteer with a Get out the Vote campaign for the national elections. This can be a small amount of your time. If you are an extrovert, volunteer to text or call people to remind them to vote. If you are in introvert (like me) find a post card or letter writing campaign (https://www.mobilize.us/swingleft/ or https://postcardstovoters.org/volunteer/) . Or look at the list of candidates in  Flippable and donate to some key races for Senate. Even small amounts make a difference.

7. Check in with your friends. Especially your friends who are teaching, or have small children, or anxious kids, or are older and isolated. Ask if they need a delivery of food, help with childcare (if you are able and they are comfortable), a coffee break shared from 6-feet away. We need these things too.

[yes-clearpath-network-infotech]

Online Hospital Software manage hospital daily work easily

Hospital Management Software is a crucial business instrument, particularly in the social insurance industry. Having a medical clinic that is mechanized with Hospital Management Software is presently simple. Amidst this innovatively redesigned and model world, each emergency clinic should utilize the machines and framework to deal with each manual action. The current mechanical world utilizes the individuals to screen the gadgets and system, while the frameworks are caught up with helping the individuals in controlling different errands.

A portion of the advantages of Online Hospital Management Software incorporates Reduced Paperwork, basic access to reference records, strong charging of various administrations, upgraded medical clinic organizations, no record duplications, limited documentation, quick data across different divisions, streamlined bed inhabitance checks, basic stock data, improve cost control, and the sky is the limit from there. offline pathology software

 What is Online Hospital software?

 Online Hospital software is a set of instructions and programs that direct a computer to complete a particular task. This gives the user the ability to work on a computer. Computers without software are a dead life. You cannot see the software with your eyes. Nor can it be touched by hand. Because it has no physical existence. It is a virtual object that can only be understood. If your computer does not have the software, then your computer will be like a dead animal. Which will remain only a box made of iron and other metals? offline lab reporting software

 If your computer did not have Browsers, then you could not read this Lesson. Apart from this, MS Office, Photoshop, Adobe Reader, Picasa are all software, which enables you to do different tasks on the computer. The software can get into your computer. It makes him capable of working. And only with the help of software, you can get the computer to do the work you want. best SEO company in India

   1. MocDoc:

 MocDoc Hospital Management Software is the best arrangement that is totally incorporated for medical clinics from little to multi-chain emergency clinics. The Hospital Management Software for OP incorporates Doctor Discovery, Check-In, Mobile applications, Prescription, Appointments, Billing, and that's only the tip of the iceberg.

While considering the IP the board job of Hospital Management Software, it manages Visual Bed Management, Discharge Summary, Insurance Management, Ward Request, Integrated IP charging, and that's just the beginning.

The Pharmacy benefits remembered for the Hospital Management Software incorporates Stock Management, FSN Analysis, Purchase Management, Sale Bill, MIS, and then some. While considering the Lab benefits in HMS, it handles Custom reports, Smart Notification, Order Management, Email Reports, Invoice age, and then some.

Aside from this, they are numerous highlights remembered for the MocDoc Hospital Management Software, to be specific Multi-area support, smaller-scale sites, alluring and simple to utilize dashboards, Role-based access, arrangement gadgets, and that's only the tip of the iceberg. MocDoc HMS has more than 3100000+ patient records, can oversee about 2600000+ reports, and 5500000+ remedies. app development services

  2. Insta:

Insta is known for checking and controlling the moving bits of the clinics with no obstructions. It likewise helps in improving medical clinic profitability by dealing with every one of your patients, offices, sets up easily. The product upgrades the experience of patients by utilizing better frameworks for basic leadership.

Medical clinics lean toward Insta Hospital Management Software for compelling tasks, improved patient maintenance by 30%, for settling on better choices, and that's only the tip of the iceberg. eCommerce website development company in Delhi NCR

   3. Adjust:

The primary advantages of picking Attune Hospital Management Software is that they help in expanding income, rearranged tasks, upgrade efficiency, and so on. The highlights of Attune HMS incorporate TPA charging, Insurance, Credit following, Patient referral, Radiology data framework, in-tolerant administration, Central sterile inventory office following, MIS reports, Doctor Scheduling and arrangements, E-Prescriptions, Integrations with PACS, Nursing care and ward the board.

Different highlights incorporate Creche Management, Patient enlistment, Doctor discussion, Pharmacy data framework, Accident and crisis care, Operation Theater Management, In-persistent eating routine, and kitchen following, IP, OP, Surgery and childcare charging, EMR and SOAP Notes, and that's only the tip of the iceberg. best SEO services in Delhi NCR

   4. IT Dose Infosystem:

HMS is one of the total apparatuses that control each part of the board, showcasing, and organization of an emergency clinic to empower them and the specialist programming to act better. It assists with documentation varying by inside laws, utilized as a joined stage to incorporate across the different arrangements, forestalls abuse of data, ensures about the information security, offers honesty and straightforwardness between numerous divisions and ensures about the smooth working of an entangled medical clinic condition.

The dose Infosystem Hospital Management Software holds significant highlights like the assignment of obligations and staff the board, bed allotment and overseeing ward, right charging, and bookkeeping, various client availabilities for powerful all-around execution, controls specialist framework accessibility, planning, controlling research facility hardware, stock administration with a convenient notice framework, arrangement the executives, and lead the executives, and that's only the tip of the iceberg. bulk SMS services

  5. Suvarna HIS:

The Hospital Management Software from Suvarna is produced for individuals who need esteem-based arrangements at reasonable rates. The HIS product from them has been structured after inside and out research and concentrates on an alternate part of emergency clinic usefulness. The items are created to help each component required by an emergency clinic and are created with wonderful engineering, which empowers an elevated level of adaptability and versatility for the end-client.

The highlights of Hospital Management Software Online incorporates Hospital module, In-Patient Services, Laboratory data framework, Billing, Inventory, Gastro-Enterology, Operation Theater, Nephrology, Food, and drinks, Out-tolerant administrations, Admission move and release, Blood bank, Online booking, Doctors Organizer, Bio-Medical, diabetes module, Nursing, and the sky is the limit from there. web application development in Delhi NCR

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[dailyskillslearning-blog]

Why people Skill Is Inevitable For Any Professional Today?

In an increasingly technological world, people first think of building technical skills when trying to make themselves employable. However, people skills — how you communicate with others, behave in a team environment and accept personal responsibility — top lists of employment skills. 

While these skills aren't usually taught in schools, a flourishing industry of books and online classes can help you develop these abilities. In the meantime, here are some simple things you can do to learn five of the most important interpersonal skills for the workplace.

1. Listen attentively

The most important thing you can do to be a better listener is look directly at the person speaking. The advice your mom gave you is the same that management consultants like Babbitt give their clients.

"Too often, rather than being fully engaged in the conversation we're in right now, our brains are set on multitasking mode," he said. "Our eyes are on a device or laptop. Our minds are onto the next project. To set yourself apart, attentively and enthusiastically listen to the human conversation happening right in front of you."  

You should also focus on the speaker's intent, said Brit Poulson, psychologist, leadership development expert and author of "Clarity Compass" (Vision Creation, Inc., 2017). He recommended paraphrasing what the person said to make sure you're getting his or her meaning.

"What you want to focus on is the reason for their speaking. Paraphrase in a way that reflects the primary reason for their talking," Poulson said.

2) The Ability to Relate to Others. 

“Having the ability to relate to others and their position or viewpoint is crucial in business,” Hockett says. “By having a well-rounded personality and set of experiences, it’s usually possible to relate to almost anyone.” Sometimes being able to relate to others simply means that you’re willing to agree to disagree with mutual respect; letting them know you understand their position.

3) Strong communication skills. 

This is the most fundamental people skill because it encompasses your persona and ability to get along with other colleagues, persuade others to listen to your ideas, and much more, Taylor says. “If you have a gift for the spoken and written word, you will always put your best foot forward. Being articulate is highly prized in today’s workplace, when time is at a premium and technology requires constant communication.”

4) The Value of Patience

Patience is an exceptional people skill that is valuable in every profession. Patience involves being able to maintain an even temper, to repeat and explain information as necessary and to control anger in even the most trying situations. Those in customer service, complaint departments and human resources roles should work particularly hard at developing this skill.

5) The Ability to Have Empathy

Empathy is the ability to have a visceral understanding of what another person is going through. This skill allows you to put yourself in another person’s place and recognize the thoughts, emotions and experiences that person is having. The ability to have empathy allows a person to give more personal levels of attention and care and to provide a sympathetic listening platform. Developing this skill is particularly advantageous for those working in healthcare, childcare or educational roles.

6) Conflict Resolution Skills

Having the ability to mediate disputes and resolve conflict among customers and colleagues is an important professional skill. Conflict resolution involves the ability to clarify a specific dispute, listen in a non-judgmental manner to both perspectives and offer suggestions for reaching an equitable compromise. This ability can help keep peace in a workplace, stem inner-office issues and maintain high customer satisfaction levels. This trait is especially helpful for those working in managerial or oversight capacities.

7) Project a positive attitude

A positive attitude does not mean being a "yes man or woman" or a Pollyanna, but rather being up to the challenge, Babbitt said.

Being positive in a "glass-half-full" way "does nothing to show me how someone will respond to an opportunity, challenge or potential crisis," said Babbitt. "Instead, I look for someone with the confidence to say, 'Hey, we got this. Let's go to work.'"

Projecting optimism in the workplace isn't always easy, said Babbitt, and it's simple to tell when someone's faking it. When you're feeling less than positive, find ways to refocus your energy, he said.

"Take a walk around the building. Breathe. Think. Deliberately bring yourself back to why you're here, your specific role and the mission of your team," Babbitt told Business News Daily. "Once you're fully and sincerely able to help produce a positive outcome and are ready to lead by example, walk up to your team at a determined pace — and get to work."

Having an attitude of gratitude can also boost your positive at work: "Using 'please' and 'thank you' goes a long way in the realm of people skills," national workplace expert Lynn Taylor wrote in a Forbes magazine article.

Politeness can make a difficult task easier, and sincere gratitude makes people feel good about themselves and the work they did, Taylor said.

When workers know how to conduct themselves with people sensitivity, their career outlook is much more enhanced,” Taylor says. “Employees who are aware of the ‘human factor’ in the workplace understand how to get things done.” Assuming the work is satisfying, it’s how people feel at work that will determine their loyalty and contributions.

Hockett concludes: “Nowadays many of us live in two worlds, the real and digital one. Make sure that your people skills are consistent across both.”

[sistamagza]

Ways Women Can Thrive In The Workplace

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Ways Women Can Thrive In The Workplace

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Organisations have a responsibility for creating better policies and opportunities for women. Still, at the same time, women also need support to step forward and overcome the habits holding them back. When women become leaders, they provide a different set of skills, imaginative perspectives, and, importantly, structural and cultural differences that drive effective solutions. In bringing a creative standpoint, a new sense of awareness will also follow to unplug the finer details that may go unmissed from the naked eye.

While it’s never too late to start, this is a perfect time for organizations to examine their offerings by looking into the following suggestions to help foster a fun, friendly, safe and enjoyable working environment for women.

With that being said, here are ways to help women thrive in the workplace.

1. Increase flexibility

If this sounds familiar, its because you have heard it time and time again – flexibility is one of the most attractive perks for employees in every demographic group.

Flexible schedules and the ability to work remotely increase employee satisfaction, productivity, and engagement. This results in lower turnover and higher profitability for companies.

Providing all employees with the ability to shift their schedules allows talented women to participate in the workforce. It also allows men to contribute more evenly to household and childcare responsibilities. All without either feeling torn between personal and professional obligations.

It’s a win-win for everyone; that doesn’t cost a corporation anything.

2. Lead with action

Any leader is the driving force when it comes to setting the tone and atmosphere in their workplace. Use your voice to model positive behaviour. When someone at the top acts in a certain way, it tells everyone else that it is acceptable for them to follow their lead.

Something as simple as bringing your child to work when school is closed allows employees to know what this is also an acceptable option for them. Making it ‘okay’ leads to a shift in the culture and understanding of how employees can work.

Now take it further. Create a safe, comfortable room for mothers to pump. Get in little desks for children to colour-in alongside their working parents. Put juice boxes in the fridge. Allow early morning conference calls to be done from home, so family routines aren’t disrupted.

Do what you can to lead with action to create an inclusive culture that empowers women in your workplace.

3. Focus on skills, not qualifications

Its time to redefine what ‘qualified’ means. Previously work history and experience were used to define if someone is qualified for a role. However, when you emphasis skills, it levels the playing field to ensure that women get a fair chance.

Historically minorities have had less access to opportunities that look good on paper, and women have had trouble securing management level roles.

If you just emphasise past experience, you hire the same people who already have access and ignore everyone else. This perpetuates the cycle of locking people out of opportunities to advance.

When you look at skills over experience, you understand what an employee can accomplish in the future. It allows for unbiased decision making when considering who to hire and promote.

4. Eliminate unconscious bias when hiring

Small changes can make a significant impact on hiring practises. Building “blind hiring” or gender-equal interviewing requirements into all hiring practices goes a long way to ensure that qualified candidates aren’t excluded from consideration.

Are your hiring practices equitable? Do they give candidates a fair shot regardless of gender? If not, its time to make essential changes.

5. Adopt a zero-tolerance policy about harassment

We are in the middle of a cultural movement that sees corporate leaders who behaved inappropriately, or those that enabled them to continue their behaviour, being outed publicly.

But just because this is happening doesn’t mean that their behaviour is new. Women have long been aware of which work environments were welcoming and safe, and which ones turned a blind eye to harassment of all kinds.

It is critical to take a zero-tolerance stand on matters of harassment and assault. Whatever you need to do to root out impropriety and create a safer work environment needs to be done. And it needs to be actioned by leadership.

Women share these kinds of experiences with their professional and personal networks – both positive and negative – and word spreads quickly. Companies earn their reputation on how they take care of their employees.

6. Hold yourself accountable

Change can only happen when we hold ourselves and those around us accountable. The only way to eliminate gender discrimination is to understand how we place people in specific boxes or categories that only create separation and general negativity.

Everyone needs to work towards understanding their own unconscious bias. Once we can acknowledge and actively change our behaviour, we can help others become more inclusive.

We spend so much time at work that as we train ourselves to recognise gender discrimination in the workplace, our efforts will ripple out into other areas of society. By helping women thrive at work, we help them succeed everywhere.

[shoury01]

MANAGING REMOTE WORKFORCES: BEHAVIOURAL CHALLENGES

In response to the uncertainties presented by Covid-19, many companies and universities have asked their employees to work remotely. The new policies leave many employees — and their managers — separated from each other for the first time. 

Common Behavioural Challenges of Remote Workforce: 

Managers first ought to understand factors that can make remote work especially demanding. Both managers and their employees often express concerns about the lack of face-to-face interaction. Supervisors worry that employees will not work as hard or as efficiently (though research indicates otherwise, at least for some types of jobs).  Many employees, on the other hand, struggle with reduced access to managerial support and communication. Challenges inherent in remote work include:

A)     Lack of access to information: 

Newly remote workers are often surprised by the added time and effort needed to locate information from colleagues. Even getting answers to what seem like simple questions can feel like a large obstacle to a worker based at home. This phenomenon extends beyond task-related work to interpersonal challenges that can emerge among remote colleagues. 

Research has found that a lack of “mutual knowledge” among remote workers translates to a lower willingness to give colleagues the benefit of the doubt in difficult situations. For example, if you know that your officemate is having a rough day, you will view a brusque email from them as a natural product of their stress. However, if you receive this email from a remote colleague, with no understanding of their current circumstances, you are more likely to take offense, or at a minimum to think poorly of your colleague’s professionalism. 

B)     Social Isolation and Loneliness: 

Loneliness is one of the most common complaints about remote work, with employees missing the informal social interaction of an office setting. It is thought that extraverts may suffer from isolation more in the short run, particularly if they do not have opportunities to connect with others in their remote-work environment. However, over a longer period of time, isolation can cause any employee to feel less “belonging” to their organization, and can even result in increased intention to leave the company.

Not surprisingly then, it’s a huge health factor that impacts not only our psychology but even our physical health. Isolation and loneliness in humans are just as detrimental. Prolonged isolation can in extreme cases result in things like anxiety and depression. 

When working remotely, we miss out on so many opportunities to connect with our colleagues and managers. More than just that, though, we also feel like our teammates don’t hear us the same. We often feel like leadership doesn’t take notice of us the way they do those working in office. A survey of remote employees found that 37% of those surveyed believe that working remotely can lead to reduced visibility and less access to company leadership.

C)      Distractions in the Environment: 

Typically, we encourage employers to ensure that their remote workers have both dedicated workspace and adequate childcare before allowing them to work remotely. Yet, in the case of a sudden transition to virtual work, there is a much greater chance that employees will be contending with suboptimal workspaces and (due to school and daycare closures) unexpected parenting responsibilities. Even in normal circumstances family and home demands can impinge on remote work; managers should expect these distractions to be greater during this unplanned work-from-home transition. 

D)     Communication issues due to a lack of non-verbal cues:

We lose some of those hallway conversations, and quick in-office chats, but it goes deeper than that. It can become difficult to sense intent in messages between you and your team. The philosophical concept Hanlon’s razor, coined by author Robert J. Hanlon, says that we should “assume ignorance before malice,” when communicating with others. It is based on thousands upon thousands of years of primal programming that causes us to assume something is a threat by default for the sake of survival.  

The problem is, that natural defence mechanism doesn’t help us much in a modern workplace. When you’re messaging an employee, they’re liable to assume negative intent when you say something they could take as a “threat” (such as when you offer a critique, feedback, ask a question, etc.), and the same goes for you. Without any of the non-verbal cues to discern intent from what we see and hear, communication issues can easily arise, since almost 90% of all communication is non-verbal. Imagine trying to make an important decision with only 10% of the information.

How Managers Can Support Remote Employees

There are specific, research-based, steps that managers can take without great effort to improve the engagement and productivity of remote employees, even when there is little time to prepare. As much as remote work can be fraught with challenges, there are relatively quick and inexpensive things that managers can do to ease the transition:

A)     Establish structured daily check-ins: 

Many successful remote managers establish a daily call with their remote employees.  The important feature is that the calls are regular and predictable, and that they are a forum in which employees know that they can consult with you, and that their concerns and questions will be heard.

B)     Provide several different communication technology options: 

Remote workers benefit from having a “richer” technology, such as video conferencing, that gives participants many of the visual cues that they would have if they were face-to-face. Video conferencing has many advantages:

1)      It allows for increased “mutual knowledge” about colleagues

2)      It helps reduce the sense of isolation among teams

3)      Useful for complex or sensitive conversations as it feels more personal than written or audio-only communication.

4)      Aids in discerning the non-verbal cues of communication that we are so accustomed to.                           

C)      Provide opportunities for remote social interaction: 

The easiest way to establish some basic social interaction is to leave some time at the beginning of team calls just for non-work items (e.g., “We’re going to spend the first few minutes just catching up with each other. How was your weekend?”). Other options include virtual pizza parties (in which pizza is delivered to all team members at the time of a videoconference), or virtual office parties (in which party “care packages” can be sent in advance to be opened and enjoyed simultaneously). While these types of events may sound artificial or forced, experienced managers of remote workers (and the workers themselves) report that virtual events help reduce feelings of isolation, promoting a sense of belonging.

D)     Offer encouragement and emotional support: 

Especially in the context of an abrupt shift to remote work, it is important for managers to acknowledge stress, listen to employees’ anxieties and concerns, and empathize with their struggles. Research on emotional intelligence and emotional contagion tells us that employees look to their managers for cues about how to react to sudden changes or crisis situations. If a manager communicates stress and helplessness, this will have a “trickle-down” effect on employees. 

Effective leaders take a two-pronged approach, both acknowledging the stress and anxiety that employees may be feeling in difficult circumstances, but also providing affirmation of their confidence in their teams. With this support, employees are more likely to take up the challenge with a sense of purpose and focus.

Remote Management Tips:

1)      Establish Well-defined Expectations:

Everyone has a different idea of what doing something “quickly” or “well” means. Whether showing examples of what you expect to be done, calendar sharing, etc., make sure you have clear expectations from those you work with online. 

2)      Engage Consistently:

Engage your remote workers on a daily basis through some kind of communication. Use multiple channels to communicate. Then, plan a regularly scheduled face-to-face meeting. This can be weekly, monthly, or annually, and could be combined with a training or coaching program. This constant interaction and engagement will help remote workers feel included, which is an important aspect of the organization.  

3)      Trust the Team:

Sometimes, companies are not willing to embrace a remote workforce because there’s an uncertainty about whether or not the work will get completed at the same level as if they were in the office. To combat this belief, set up work-from-home guidelines, such as emails must be responded to within 24 hours, use text for urgent matters, etc.

4)      Clarify For Mission, Values, Outcomes And Role:

Remote workers are often frozen out of regular-office human interaction, so on-target overcommunication is critical. Help them get aligned with mission, the values that truly matter to them, as well as the outcomes they love delivering to others and their natural role in any situation. This will keep them truly motivated and working with you longer and more productively.

5)      Organise Reliable Tools:

If remote employees can’t download files, struggle hearing on a conference call, and consistently receive meeting invitations for times when they are still asleep, you have failed to address the basics. First, invest in reliable tools to make collaboration possible. Then develop clear processes to use such tools. For circumstances when quick collaboration is more important than visual detail, provide mobile-enabled individual messaging functionality (Slack, Zoom, Microsoft Teams, etc.) which can be used for simpler, less formal conversations, as well as time-sensitive communication.

6)      Focus On Goals, Not Activity:

It is important to manage expectations and stay focused on goals when embracing a remote workforce. Don’t worry as much about what is being done. Instead, concentrate on what is being accomplished. If we are meeting our goals, then great. If not, we need to look into the situation further. It is all about accomplishment, not activity.  

Connect Their Goals With Yours. The world is shifting quickly to a workforce interested in learning and skills advancement rather than stability. Take a moment to connect their interests to the goals of my company. 

7)      Create A Communication Strategy

Managing a productive team remotely begins with a strategy for communication. First, arrange for the appropriate number of weekly formal “report-ins.” Second, set guidelines about daily needs. Some people work better with a shopping list of questions and thoughts while others like a trickle. An understanding of what is urgent will further mitigate inefficiency, allowing ultimate productivity.  

Make each team meeting count with intentional purpose and opportunities to engage and contribute in a variety of ways. Intentionality is an essential practice, particularly when we cannot readily “see” our people.  

8)      The Importance of One-On-Ones:

Since you don’t have all those moments in the office to build rapport and talk about issues ad hoc, make up for it by setting aside more time for your one on ones with your remote employees. One of the fastest ways to build resentment on your team is regularly cancelling one on ones. Employees miss out on the kinds of information that would naturally spread across an office related to other parts of the company and brief announcements. One on ones provide an opportunity to make up for that as well as handle all the little things that build up over the course of a week. 

Content Curated By: Dr Shoury Kuttappa

[gripcenter]

Affordable Housing Solutions in Urban Planning

1. It is time for bold approaches that empower urban dwellers and prospective urban dwellers through income equality and increased support from government. Young people are affected worst and many leave costly urban areas for suburbs. The most common approach of buying smaller and smaller, tiny apartments and studios is not a healthy nor sustainable approach. In an interview with The Atlantic, Environmental Psychologist and Director of the Housing Environments Research Group Children, Professor Kopec of CUNY Graduate Center stated that smaller and cheaper apartments are no solution for housing. In ones 20’s, apartments seem like a good option, in 30’s and above the feelings of claustrophobia and cramped spaces that small apartments bring lead to decline in mental health of residents. Smaller apartments can put residents at an increased risk for drug abuse and young children who live in apartments with their families find it more difficult to read and concentrate on their studies and have lower scores in exams.

2. The world is experiencing a period of fluctuation due to trade disputes, civic conflicts, the refugee crisis, and even availability of natural resources and labour with aging and/or shrinking populations. All these affect local economies and urban areas often see a large increase in immigrant numbers. One option to lower risk is pursuing public-private partnerships to build low-income and average-income oriented homes. Coupled with high volume projects, political leadership can eliminate or reduce taxes on sales of affordable units.

3. Affordable housing units can be funded by government-created and regulated mechanisms of community funding or crowd-funding campaigns that allow investors and entrepreneurs to make socially-conscious investments in mixed-use affordable housing developments and retain ownership, for example.

4. Increasing density is an effective way to use municipal land rezoning single family residential properties into multi-unit developments, such as apartment complexes and rowhouses and allowing subdivisions of large homes. This can increase the supply of affordable homes and give developers new opportunities to revitalize neighbourhoods. It is likely that the benefits of rezoning single-family homes for multi-unit developments will include an overall positive impact for affordability.

5. Rent-to-own schemes: A down payment can be replaced by rental cost until the sum of the down payment is paid, or another pre-determined monthly price. The monthly payment could then rise to a higher amount (same as owning the home) or remain the same. Developers can benefit by more easily clearing unsold units in rent-to-own agreements that otherwise would take more time to sell and increase holding costs. These schemes could help lower-income groups who cannot afford to buy a home nor get a loan for a home. As people move from rental unit to rental unit, many do not have any money at the end and are still living pay cheque to pay cheque and with Rent-to-Own, home ownership could become a source of wealth generation and also a means of passing on wealth to future generations. The schemes would require a legal framework study on how best to protect both the tenant and landlords in such agreements i.e who is responsible for maintaining the property throughout the process.

6. A negative tax (or rebate) could be an incentive for companies that build rent-to-own or in general affordable housing, follow through in implementation and prove a high level of buyer/tenant satisfaction.

7. Government acquisition of land near transit, rezoning it for higher density development including duplexes, townhouses, stacked townhouses and small in-fill houses; offering it for sale at below market rates to developers who build affordable market and rental housing geared to households at average or below average household income; and providing covenants on the property title to minimize windfall profits on subsequent sales.. Governments can form partnerships with developers, builders and other private sector and non-profit housing providers to bring more affordably priced units onto the market in transit-friendly locations that would help defray transportation costs for residents. (REGBV, 2018)

8. Ending Property Transfer Tax and the federal Goods and Services Tax on homes deemed affordable. (REGBV, 2018)

9. Consulting local real estate boards before introducing mortgage rule changes that impact low income and first-time buyers. (REGBV, 2018)

10. Creating ‘home ownership’ subsidies to support first time home buyers down payments

11. Limiting foreign speculation through taxes on international investors who do not make primary residences of the homes they buy

12. Partnering with banks to create city-wide programs that help teach young people including students, and immigrants how to manage their finances and how to build their credit.

13. City-wide events where financial planning advisors speak to the public, especially youth and immigrants

14. Repealing rent control measures that may be observed to de-incentivizing developers from building new housing units – the lack of which can be the key issue in urban areas

15. Introducing recommendations for builders to use building materials that are cost effective and sustainable (i.e natural disaster resistant w/high durability) for new buildings and replacing older buildings over time. This transition could disrupt corporations that use materials as old growth wood, cement and bricks but the safety and environmental, health and social benefits that come with using sustainable materials can greatly outweigh financial costs of transition to eco-friendly and affordable building strategies.

16. Introducing apprenticeship programs to high schools. Some young people choose to work after secondary schooling instead of post-secondary education. Creating high school programs that teach the skills needed by local employers will enable youth to not only find work right away but to get a head start on income advancement and becoming home owners earlier. These programs are common in Germany while in the UK, businesses can pay an optional tax and get access to apprenticeship/training programs for their employees and new recruits. In the Netherlands, young people who are consistently unemployed are placed in three-month paid internships that help lead to higher careers. Employers receive tax breaks for participating. Quality of life and opportunities for young people will improve through this approach and the social support that young people require.

17. Encouraging local employers and job agencies to use digital job matching engines such as LinkedIn. Municipalities can boost economic productivity and the growth that comes with it through workshops that teach how to present past experiences digitally and employers would have easy and improved access to this database. Workshops can also be held for local business owners and employers to learn how to implement job matching engines into their organizations.

18. Facilitate an environment where it is easier for women to work and contribute to household income. One method is subsidizing childcare costs. Less time spent worrying about where to leave one’s children while working increases the number of hours and mental focus that parents have to be productive in the economy. In addition, introduce recommendations for businesses to incorporate women’s networks in their organizations so that women feel more welcome, more supported and more familiarity in workplaces.

19. Create programs that foster a culture of marriage. Married couples with or without children are less likely to fall into poverty than single people with or without children. Families can share income, gain access to new tax breaks and the emotional and mental support that comes with being a unit. Out of a multitude of marriage promotion programs, the most successful was the Family Expectations Program in Oklahoma City. In 15 months, unmarried couples were helped to strengthen their relationships and this met with a large successes in long-term poverty reduction and prevention.

20. Renovating or redeveloping factories and industrial areas into living spaces and also vacant historical homes.

21. Building shelters and housing for the homeless is a safer, healthier and more cost-effective solution than leaving the homeless outside which increases emergency, healthcare, policing and legal costs 

Sources here: https://www.grip.center/post/affordable-housing-solutions-in-urban-planning

Cover image by Artist Enrique Lescure

Authors: Jashan Singh Randhawa, Jennica Palecek & Susanna Piasecki Date: August 15, 2019 Updated: January 14, 2020

[labourpress]

Carwyn Jones speech to Labour Party Conference

Carwyn Jones AM, Leader of Welsh Labour, First Minister of Wales, speaking at the Labour Party Conference in Brighton today, said:

 ***CHECK AGAINST DELIVERY***

 I want to begin by extending my thanks to Christina Rees, our Shadow Secretary of State for Wales. Sadly she can’t be with us this week as she’s nursing a broken foot.

 I don’t think there’s any truth in the rumour that she broke it kicking Alun Cairns around Parliament in the first week back, but we’ll ask her when we see her.

 We all wish you a speedy recovery, Chris.

 Secondly, let me say thank you to Jeremy for his continuing friendship and leadership.

Thank you, Jeremy for the dignity you showed in a tough general election campaign.

The Tories came after you in a personal and offensive manner, and you stood up to that onslaught and led the party with great determination and defied the odds.

 This time last year, the Tories thought they were marching to a 100-seat majority. Right now, they’re scared of their own shadows, let alone another general election. What a turn around that is.

 Conference, when I heard Theresa May was giving a speech in Florence, I thought how apt. Not so much in relation to the Renaissance, but more with a thought to the works of that great medieval poet, Dante. It has been clear to me for some time that the Department for Exiting the European Union regard the “Divine Comedy” as some sort of instruction manual. That masterpiece imagines in glorious detail the dark and terrifying journey through the nine circles of hell.

 Well, we’ve been going on our own journey for 15 months and still remain in the first circle of hell – limbo – a remarkable achievement. But, then Dante did have Virgil as his spiritual guide.

 David Davis has got Nigel Farage. The book really is worth a read as Brexit re-interpreted.  At one point, at the close of chapter XXI, Dante witnesses a demon mobilising his troops by using “an ass as a trumpet.”  Which goes to show that every century has its own Boris.

 Conference, this week in Wales we marked the 20th anniversary of the vote to establish devolution in our country.  It was a turning point for Wales, and a turning point for our Party. The list of achievements is one of which we can be proud – and it belongs not just to Welsh Labour, but to the whole Party and movement who made devolution possible.

 ·         Unemployment in Wales - routinely lower than the UK average. More jobs, better jobs – Welsh Labour delivering in Government.

·         Wales, the first country to move to a deemed consent model for organ donation in the UK. People owe their lives to that change in the law. Better laws, saving lives, Welsh Labour delivering in Government.

·         Free school breakfasts in primary schools. Giving children the best start to the day, giving parents a helping hand, giving teachers the attention they deserve in the classroom. Welsh Labour delivering in Government.

·         The attainment gap between better off and poorer pupils in England and Scotland continues to grow – in Wales it continues to shrink. A fair start to everyone in Wales, no matter where you’re born – that is Welsh Labour delivering in Government.

·         Our university students in Wales getting the best deal anywhere in the UK.

·         And who gets the best deal of all? Those students who can least afford university – that is Welsh Labour delivering in Government.

 But, it isn’t just about policy. It’s also about having a voice and someone to fight your corner. This week I gave a cautious welcome to the news that Tata Steel and ThyssenKrupp entered the first stage of a merger deal.  A deal that should safeguard sites and thousands of jobs in Wales.

 Does anyone honestly think that without devolution, without a Welsh Labour Government determined to take measures to save that industry, putting money on the table when others looked away, that those steel jobs would still be in Wales today?

Would the Tories have knocked down walls for the people of Port Talbot, Shotton, Newport or Llanelli? We all know the answer to that.

 With our colleagues in the trades unions, our MPs, our AMs and local councillors, Welsh Labour stood up for the steel industry – and we did what those banners and badges asked us to do – we saved our steel.

 Conference, we are proud to work with our trades union colleagues in Government.

Together we have built a genuine social partnership and together we are making Wales a Fair Work Nation.

 And Conference, earlier this month our Trades Union Act received Royal Assent.

That means that the pernicious attempts of the Tory Government to attack workers’ rights in Wales have been dis-applied, and, once again, workers in Wales have the protections we fought so hard to achieve. Protections everyone deserves.

That’s Welsh Labour delivering in Government.

 Devolution has given Wales a voice. And with Welsh Labour that voice speaks the language of social justice, fairness, good work, decent pay and thriving communities.

 Devolution has given us something else. A new-found confidence. It is something I see every day in young people in work, and in our schools and colleges. So where has that confidence come from? If you could personalise it, you’d have to give credit to my predecessor, Rhodri Morgan. As you know, Rhodri passed away earlier this year, leaving behind a fantastic roller coaster of a political career, a wonderful family and an ocean of anecdotes.  In May the Welsh Parliament held the closest thing Wales will ever have to a state funeral, and we gave Rhodri the perfect send off.

 It started late. It finished even later. In between there was a fantastic mix of poetry, politics, sport, laughter and tears. And at the end, no-one really thought about Rhodri the politician, but Rhodri as a big-hearted, intelligent and inquisitive man who loved his family above all else. A fine role model, who we all miss.

 Rhodri always said that Labour did best when it managed to mix together the mushy peas of old Labour with the guacamole of New Labour. Now, I’ve been in Rhodri’s kitchen and I can tell you that when it came to culinary combinations, Rhodri was not always the person you would go to – but on the politics, he, as so often, was absolutely right.  He was absolutely right about the need for our Party to reflect all sections of our membership, and all parts of this country.

 That was the key to our success in Wales in the last three elections.

 When the Party at UK level was under serious pressure, our unique and united Welsh Labour identity meant we remained relevant and competitive in the Assembly and local elections, when sadly others struggled. It was the unity that gave us success against the odds. And when in the last days of the general election the whole party surged, it meant we, in Wales, were starting from a higher base-line and, as a result, achieved 50% of the vote for the first time in 16 years.

 Our identity as a Party is robust, authentic and complementary to the UK Party as a whole. And, just as a country we will not countenance a roll-back of our devolution settlement; there can be no question of Welsh Labour’s long fought for, and hard won voice being diluted as we look to the future of our Party. I know that both Jeremy and Tom understand this, and I welcome their unwavering support for Wales. Thank you, both.

 Because Conference, we know Labour works best when we work together. Together, we fought a hugely successful general election campaign – not just holding on to what we had, but winning back seats for Labour.

 Vale of Clwyd – according to the bookmakers, Tories were 1/5 on to win. Result? Labour Gain. Gower – according to the bookies, Tories were 1/9 on to win. Result? Labour Gain. Cardiff North – Tories were 1/9 on. Result? Labour Gain.

 Working together we have exposed the Tories on broken promise after broken promise. On rail electrification in the north and the south – and we know what’s coming next – they’ll axe Swansea’s Tidal Lagoon.

 But, because Welsh Labour is in Government – there are things we can do. We are already delivering on our manifesto promises.

 ·         100,000 new good quality, all-age apprenticeships.

 ·         The most generous childcare offer for working parents anywhere in the UK.

 ·         And 20,000 more affordable homes.

 We can also deliver on priorities for the future of our NHS.

 There is no privatisation of the NHS in Wales – and whilst we have a Welsh Labour Government there will be no privatisation of the NHS in Wales. Only in Wales are ambulance crews hitting their targets – because we’ve worked with the service and designed a better way of working. And next week, the Welsh Government will publish new guidance for our pioneering legislation on safe nurse staffing levels in Wales.  

 Conference, Wales is the first country in Europe to legislate on nurse staffing levels. I am proud that Wales has taken the lead in this area, empowering nurses and ensuring the resources are there to care sensitively for patients. Legislation that the Party promised in the UK manifesto in May, already being delivered by a Labour Government in Wales.

 And working together we are making our communities better, fairer places to live.

When Carolyn Harris MP began her brave and dignified campaign to end child burial charges in the UK, we in Wales did not wait for the Tory Government to act. We said, yes, that is the right thing to do, and, as a result, the Welsh Labour Government has announced the abolition of all child burial charges in our country. That is what we can do when we work together.

 And the country needs us to work together more than ever before, as we fight the fundamentalists pursuing a hard Brexit. We are fighting tooth and nail against the Tory power grab, dressed up as the EU Withdrawal Bill. It shows up their Government as simply incapable of listening to other people’s views, or respecting their legitimate interests – in other words, as lacking the basic skills needed to negotiate successfully.

And looking at the way in which they are failing the country in their negotiations with the EU, I guess we shouldn’t be surprised.

 I’m delighted at the support we are receiving from Labour colleagues in Parliament at fighting this real threat to devolution as we have known it for the past 20 years.

I’m also incredibly proud of the work we have done together already – our team in Cardiff Bay has worked hand in glove with Keir Starmer and the front bench in developing our Brexit policies. As a result of that work, in Labour we now have a sensible, evidence-based, economically sound set of principles and ideas that can see this country through Brexit in an orderly manner.  

 Contrast that with the spectacle of the Tory approach. Sorry, correction – the various Tory approaches. Does anyone really know who speaks for them on Brexit anymore?

Where has the Prime Minister of this country gone? If,  before the general election, the country felt as though it had a robot for Prime Minister, we’d now be forgiven for thinking we have a hologram.

 She went to the country and asked for the support of our communities for a hard Brexit, the country said no. The country said no to some other things as well – our older people said no to being taken for granted. Wales said no to being short-changed. Scotland said no to independence. And crucially, our young people said no to being ignored. They said, through their votes, what we all feel - Britain deserves better than this. This country deserves a Labour Government in Westminster.

A Government that actually cares about the future.

 I know that the people of Wales need that more than ever. Under the Tories, we have had to take £1billion out of our public services in Wales. That’s the annual budget of the entire North Wales health board. Our communities are resilient, but they’re being unfairly punished. And with Theresa May and the Tories they will be asked to give yet more. To give up. To give up their livelihoods, their libraries, their leisure centres, and their right to a fair deal. To give up hope. Enough is enough. It is time for hope.  

 It is time for Labour, in Wales and in Westminster.  Standing up for Wales. Working for fairness. Working, together. Winning, together. That’s a future the country hopes for and that’s the country we can deliver. Together for Wales.  Together for Britain.

[i-successacademy]

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[inscolfornurses-blog]

Facts to Know Before Studying Nursing Courses in Canada

The thought of pursuing a nursing course in Canada can be alluring. Fancy scrubs and technologically advanced hospitals is how most of us envision the future of studying a nursing course in Canada. However, there’s much more to it. To help you make the right choice, here we have some facts you must know before studying a nursing course in Canada.

1.     Plethora of specializations

In the ever-evolving field of nursing, you can find a huge variety of specializations. Different nursing disciplines cater to different patient care needs, which makes the culture of ‘specialized education’ more likeable. Name a specialization and you get suitable nursing courses in Canada to enhance your skills in that niche. In a way, this is looked upon as an opportunity for Internationally Educated Nurses (IENs) to learn new techniques and explore responsibilities that are now a part of nursing.

Some common specializations that are highly preferred by nursing students in Canada are as follows:

1.      Cardiovascular Nursing

2.      Community Health Nursing

3.      Critical Care Nursing

4.      Critical Care Pediatric Nursing

5.      Emergency Nursing

6.      Enterostomal Therapy Nursing

7.      Gastroenterology Nursing

8.      Gerontological Nursing

9.      Hospice Palliative Care Nursing

10.  Medical-Surgical Nursing

11.  Nephrology Nursing

12.  Neuroscience Nursing

13.  Occupational Health Nursing

14.  Oncology Nursing

15.  Orthopaedic Nursing

16.  PeriAnesthesia Nursing

17.  Perinatal Nursing

18.  Perioperative Nursing

19.  Psychiatric and Mental Health Nursing

20.  Rehabilitation Nursing

To upskill themselves from all aspects, most of the students choose postgraduate certificate programs over master programs. One important reason for making this choice is that certificate programs are of a relatively shorter duration and yet cover most of the modules included in a masters program.

Masters in nursing can be tough when in a foreign land. Students have to juggle with part time work, which is key to survival. At the same time, completing their clinical hours is also important and that leads to unwanted pressure. Hence, when thinking of studying a nursing specialization in Canada, think of postgraduate certificate programs. They are affordable, time saving and bring along the benefit of studying nursing disciplines of your choice.

 2.     Canada needs more nursing leaders

Gone are those days when the profession of nursing was restricted to patient care. In countries like Canada, nursing is an ever-evolving profession that identifies the importance of highly specialized team members. Considering the same, there is a huge demand of nursing leaders in Canada. The changing trends of patient care in the country are relying heavily on nursing leaders who can head departments with varying requirements.  

To explore the correlation between leadership and nursing, you can study nursing programs in Toronto and build on your leadership skills with reference to nursing.

While deciding to study nursing programs in Toronto, consider studying Nursing Leadership & Management because one of its module helps you prepare for the NCLEX-RN examination, which gets you closer to being a part of the Canadian healthcare system.

 Studying nursing courses in Canada makes you realize that nurses are doing much more than just basic duties. From being caregivers to patient educators, nurses truly earn the title of being a leader.

3.      Nursing is one of the most trusted professions in Canada

Originating from nobility, the profession of nursing is now one of the most valued professions in Canada. According to a survey reported by Global News, “more than nine in ten Canadians admire nurses because of the factor of dealing in trust.” The fact that nurses are regarded as honest, transparent and ethical strengthens the idea of pursuing nursing courses in Canada. Undoubtedly, it takes a strong will to be a nursing student and enter a profession that continues to advocate. Nurses advocate for their patients, workplaces, communities, and themselves. Without nurses, some patients would not be able to advocate for themselves. It is through advocacy that nurses continue to gain the trust and respect of their patients and families.

4.     Alarming shortage of nurses

As warned by Canadian Nurses Association, Canada needs more than 60,000 nurses by 2022.  One strategy for overcoming shortage of nurses is to increase Canada’s nursing population through immigration. The country is relying on Internationally Educated Nurses (IENs), to fill the gap, which means now is the right time to study nursing courses in Canada.

5.     “Think out of the hospital”

Not all nurses work in hospitals. Young nursing graduates nowadays are experimenting with their work place. With the popularity of specialty-based nursing courses in Canada, career opportunities have seen an upward shift. Those studying nursing programs in Toronto stand a high chance of finding exciting opportunities, as the city has a dynamic environment keeping some space for experimentation. In Canada, imagining a nursing career for yourself includes much more than PA announcements and fluorescent hospital lighting. A few non-traditional roles include working as a legal nurse consultant, mental health nurse, nurse educator, public health nurse, home health nurse, school nurse and research nurse.

Working in a variety of different environments helps to develop your skills and when in Canada, you must break the stereotypes. Getting out of your comfort zone and looking into non-traditional alternatives can provide better chances of using your education to build an interesting career for yourself while serving others.

6.     Canada is a pool of multi-cultural students

(Removed the first line) A majority of international students studying nursing courses in Canada hail from countries like China, India, Poland, Philippines, UK and USA.

Being the first nation to declare multiculturalism as a policy, Canada provides a harmonious environment, assuring all citizens are aware of their rights and responsibilities. The country accommodates over two hundred nationalities with more than 20% of Canadians born in other countries. Hence, the dominance of international students in the field of nursing too.

A majority of international students pursue nursing programs in Toronto since the city is home to 100 distinct ethnic groups. Being the largest city of Canada, Toronto accommodates a population of nearly 6 million people, which makes it one of the highly preferred location for visitors and immigrants.

7.     Salary & benefits

After completing your nursing education, there are certain things you must know about working as a Registered Nurse in Canada. These things include varying pay scales, professional benefits and the level of job security you can expect in Canada.

-          Average Salary

Many factors contribute towards deciding the basic salary of a nurse, depending upon the area of specialization and the working hours being put in. In most of the cases, the average salary of RN in Canada is more than CAD 60,000. The high paying scales for RNs make their job equally respectable as that of a doctor or any other high rank healthcare professional.

-          Flexible work schedules

Working as an international nurse can also offer sufficient day offs which are compensated against the each extra hour that you work. (Removed the last bit)

-          Health insurance is covered

Being a healthcare provider yourself, you get an access to comprehensive health insurance plans, which cover you and your family members.

-          Assistance in Child Care

To ensure full attention to the kids of nurses working at odd hours, many hospitals and institutions provide the facility of childcare where the kids are taken well care of, as and when required.

Getting a thorough knowledge of facts listed above should help you make the most of your study experience in Canada. Along with the advancement of your nursing education, studying a nursing course in Canada will also make you culturally aware as you interact with other people in their own native settings. So, get your facts checked, pick the right program and set on your journey to become a Global Nurse.

[laurelkrugerr]

9 Ways to Lead Your Team Into an Unknowable Future

June 24, 2020 6 min read

Opinions expressed by Entrepreneur contributors are their own.

The workplace is changed. As parts of the world begin to loosen coronavirus-related restrictions, organizations are emerging from COVID-induced hibernation. These transitions back to work are gradual. Uncertainty will remain for months as threats of renewed waves of coronavirus persist. We are anticipating a new normal — but what we need is a new now.

The radical change of these times demands empathic leadership to keep teams engaged, cohesive and forward-focused. Leaders must demonstrate a spirit of purpose and optimism to reinforce the idea that an uncertain future has the potential to be a better future. Here are nine steps for leading your team into an unknowable future.

1. Envision what success looks like and move toward it. 

In its recovery guide for organizations, Deloitte encourages leaders to imagine what post-recovery success looks like. Once you’ve clarified goals, reverse-engineer the next steps for quick and effective action. Envisioning what success entails frees up thinking about the present and can help teams identify quick wins.

As preparation for returning to work, leaders have an opportunity to review their organization’s operating models, expectations, standards, values and strengths. Reflect on what worked well during the recent period of isolation and let teams decide what they need to start, stop or continue doing to achieve goals.

2. Embrace trust. 

“Trust is the glue of life,” says The 7 Habits of Highly Effective People author Steven Covey. “It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships.” 

Related: How the Coronavirus Has Changed the Future of Work

Leaders must transition their organizations from a state of treading water to moving toward a restored future. Enable your teams to succeed by embracing trust. Like many business leaders, you’ve likely built a substantial reserve of trust from your teams through your navigation of the coronavirus crisis’s early stages. Now is the time to build on that foundation with acts that unite your team.  

3. Make productivity sustainable.

Today’s distributed workforce demands new thinking about organizing work. Establish clear boundaries to ensure sustainable working hours and productivity. Teams must discuss office hours, share tips on time-tracking and set clear expectations about responding to emails. 

One benefit to organizations from the pandemic is the reduction of the number of meetings. Despite a traditional argument that face-to-face meetings are necessary, businesses didn’t grind to a halt when meetings ceased as a result of the pandemic. Going forward, meeting organizers should define the purpose, the necessary attendees and the amount of time every meeting requires.  

4. Document your recovery playbook.

Resuming work requires answers to questions such as where to begin, how to keep employees and customers safe and healthy, when to communicate and what the next steps are. PricewaterhouseCoopers developed a guide to returning to the workplace (PDF) with additional questions for leaders to address. 

Related: 7 Tips for Managing Workplace Disruption and Maximizing Remote Workers

Whether it be leading and communicating change, prioritizing the health and well-being of team members, operating with additional demands or encouraging empathy, leaders should initiate discussions in the workplace around these critical areas as they develop plans to keep their people and businesses moving through a recovery. As an example, Tesla’s leaders designed a return to work playbook outlining the company’s plan to provide a safe and healthy work environment for its employees.

5. Prioritize your people over yourself. 

Organizations want their leaders to exhibit vulnerability and empathy. On a national level, the leaders who have most effectively dealt with the COVID-19 pandemic have demonstrated clear and consistent messaging, compassion, and solidarity with their constituents. Most of these leaders are female, from Chancellor of Germany Angela Merkel implementing testing from the get-go and Tsai Ing-wen in Taiwan implementing significant measures at the first sign of illness to New Zealand Prime Minister Jacinda Ardern locking down the whole country with swift and decisive action. And in a press event, Norway’s Prime Minister Erna Solberg spoke directly to her nation’s children, answering their questions about the coronavirus and letting them know it was okay to feel scared. 

Leadership demands an emotional connection with your people. When leaders prioritize their people ahead of themselves, they elevate others and foster team well-being.

6. Practice empathy.

Expecting all employees to resume a so-called normal work life isn’t realistic. The COVID-19 crisis impacted everybody, leaving a stain on the fabric of your organization. Be mindful of the ongoing health concerns employees have for friends and family, the challenges of juggling childcare and homeschooling or the stress of navigating the crisis’s financial impact. Empathy will serve you well as a leader and provide your team an extra measure of grace as they return to the office.

7. Provide access to support for emotional wellness.

When employees do begin to return to the workplace, they’ll be dealing with various emotions. People may experience feelings of loss, sadness and grief — emotions that will inevitably impact the way they work and how teams perform.

Related: How Leaders Can Help Prevent Emotional Exhaustion at Work

Leaders must help employees work through these emotions by providing access to support resources such as the Lifeworks-offered Employee Assistance Program and help them navigate sensitive and mental health conversations in the workplace.

8. Re-open with a people-first culture in place.

As you re-open and reset your business, put your employee’s needs at the forefront. That means more than creating a physically safe workplace. According to a Harvard Business Review article on returning to work, here’s what leaders should do:

Outline the conditions to re-open safely to bring people back to offices.

Define how many people can return over a staggered period while ensuring connection with people continuing at home.

Continue delivering honest, transparent communication with all people while highlighting the organization’s vision, values and core focus.

Appreciate, recognize, and celebrate inspiring people within the organization and how they make a difference. 

Be mindful of people’s different circumstances and gain a deeper understanding and appreciation of individual needs.

Begin conversations with your people about what the future looks like through reconnecting with a purpose to stimulate innovation and new growth.

Remain connected with people who have exited the organization to enable potential hires as new opportunities emerge.

9. Listen to your employees as you reset.

Remote working has exposed the costs and efficiencies of expanding a virtual working infrastructure. For many people, remote work eliminated commute time, allowing them more quality time with family — many employees won’t want to give that up. 

You may need to look for new workspaces, renovate current spaces and shift your thinking about how teams collaborate in a shared office. Listening to your people with the purpose of understanding will be crucial in resetting work environments.

Website Design & SEO Delray Beach by DBL07.co

Delray Beach SEO

source http://www.scpie.org/9-ways-to-lead-your-team-into-an-unknowable-future/ source https://scpie1.blogspot.com/2020/06/9-ways-to-lead-your-team-into.html

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Online Hospital Software manage hospital daily work easily

Hospital Management Software is a crucial business instrument, particularly in the social insurance industry. Having a medical clinic that is mechanized with Hospital Management Software is presently simple. Amidst this innovatively redesigned and model world, each emergency clinic should utilize the machines and framework to deal with each manual action. The current mechanical world utilizes the individuals to screen the gadgets and system, while the frameworks are caught up with helping the individuals in controlling different errands.

A portion of the advantages of Online Hospital Management Software incorporates Reduced Paperwork, basic access to reference records, strong charging of various administrations, upgraded medical clinic organizations, no record duplications, limited documentation, quick data across different divisions, streamlined bed inhabitance checks, basic stock data, improve cost control, and the sky is the limit from there. offline pathology software

 What is Online Hospital software?

 Online Hospital software is a set of instructions and programs that direct a computer to complete a particular task. This gives the user the ability to work on a computer. Computers without software are a dead life. You cannot see the software with your eyes. Nor can it be touched by hand. Because it has no physical existence. It is a virtual object that can only be understood. If your computer does not have the software, then your computer will be like a dead animal. Which will remain only a box made of iron and other metals? offline lab reporting software

 If your computer did not have Browsers, then you could not read this Lesson. Apart from this, MS Office, Photoshop, Adobe Reader, Picasa are all software, which enables you to do different tasks on the computer. The software can get into your computer. It makes him capable of working. And only with the help of software, you can get the computer to do the work you want. best SEO company in India

   1. MocDoc:

 MocDoc Hospital Management Software is the best arrangement that is totally incorporated for medical clinics from little to multi-chain emergency clinics. The Hospital Management Software for OP incorporates Doctor Discovery, Check-In, Mobile applications, Prescription, Appointments, Billing, and that's only the tip of the iceberg.

While considering the IP the board job of Hospital Management Software, it manages Visual Bed Management, Discharge Summary, Insurance Management, Ward Request, Integrated IP charging, and that's just the beginning.

The Pharmacy benefits remembered for the Hospital Management Software incorporates Stock Management, FSN Analysis, Purchase Management, Sale Bill, MIS, and then some. While considering the Lab benefits in HMS, it handles Custom reports, Smart Notification, Order Management, Email Reports, Invoice age, and then some.

Aside from this, they are numerous highlights remembered for the MocDoc Hospital Management Software, to be specific Multi-area support, smaller-scale sites, alluring and simple to utilize dashboards, Role-based access, arrangement gadgets, and that's only the tip of the iceberg. MocDoc HMS has more than 3100000+ patient records, can oversee about 2600000+ reports, and 5500000+ remedies. app development services

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Insta is known for checking and controlling the moving bits of the clinics with no obstructions. It likewise helps in improving medical clinic profitability by dealing with every one of your patients, offices, sets up easily. The product upgrades the experience of patients by utilizing better frameworks for basic leadership.

Medical clinics lean toward Insta Hospital Management Software for compelling tasks, improved patient maintenance by 30%, for settling on better choices, and that's only the tip of the iceberg. eCommerce website development company in Delhi NCR

   3. Adjust:

The primary advantages of picking Attune Hospital Management Software is that they help in expanding income, rearranged tasks, upgrade efficiency, and so on. The highlights of Attune HMS incorporate TPA charging, Insurance, Credit following, Patient referral, Radiology data framework, in-tolerant administration, Central sterile inventory office following, MIS reports, Doctor Scheduling and arrangements, E-Prescriptions, Integrations with PACS, Nursing care and ward the board.

Different highlights incorporate Creche Management, Patient enlistment, Doctor discussion, Pharmacy data framework, Accident and crisis care, Operation Theater Management, In-persistent eating routine, and kitchen following, IP, OP, Surgery and childcare charging, EMR and SOAP Notes, and that's only the tip of the iceberg. best SEO services in Delhi NCR

   4. IT Dose Infosystem:

HMS is one of the total apparatuses that control each part of the board, showcasing, and organization of an emergency clinic to empower them and the specialist programming to act better. It assists with documentation varying by inside laws, utilized as a joined stage to incorporate across the different arrangements, forestalls abuse of data, ensures about the information security, offers honesty and straightforwardness between numerous divisions and ensures about the smooth working of an entangled medical clinic condition.

The dose Infosystem Hospital Management Software holds significant highlights like the assignment of obligations and staff the board, bed allotment and overseeing ward, right charging, and bookkeeping, various client availabilities for powerful all-around execution, controls specialist framework accessibility, planning, controlling research facility hardware, stock administration with a convenient notice framework, arrangement the executives, and lead the executives, and that's only the tip of the iceberg. bulk SMS services

  5. Suvarna HIS:

The Hospital Management Software from Suvarna is produced for individuals who need esteem-based arrangements at reasonable rates. The HIS product from them has been structured after inside and out research and concentrates on an alternate part of emergency clinic usefulness. The items are created to help each component required by an emergency clinic and are created with wonderful engineering, which empowers an elevated level of adaptability and versatility for the end-client.

The highlights of Hospital Management Software Online incorporates Hospital module, In-Patient Services, Laboratory data framework, Billing, Inventory, Gastro-Enterology, Operation Theater, Nephrology, Food, and drinks, Out-tolerant administrations, Admission move and release, Blood bank, Online booking, Doctors Organizer, Bio-Medical, diabetes module, Nursing, and the sky is the limit from there. web application development in Delhi NCR

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9 Ways to Lead Your Team Into an Unknowable Future

June 24, 2020 6 min read

Opinions expressed by Entrepreneur contributors are their own.

The workplace is changed. As parts of the world begin to loosen coronavirus-related restrictions, organizations are emerging from COVID-induced hibernation. These transitions back to work are gradual. Uncertainty will remain for months as threats of renewed waves of coronavirus persist. We are anticipating a new normal — but what we need is a new now.

The radical change of these times demands empathic leadership to keep teams engaged, cohesive and forward-focused. Leaders must demonstrate a spirit of purpose and optimism to reinforce the idea that an uncertain future has the potential to be a better future. Here are nine steps for leading your team into an unknowable future.

1. Envision what success looks like and move toward it. 

In its recovery guide for organizations, Deloitte encourages leaders to imagine what post-recovery success looks like. Once you’ve clarified goals, reverse-engineer the next steps for quick and effective action. Envisioning what success entails frees up thinking about the present and can help teams identify quick wins.

As preparation for returning to work, leaders have an opportunity to review their organization’s operating models, expectations, standards, values and strengths. Reflect on what worked well during the recent period of isolation and let teams decide what they need to start, stop or continue doing to achieve goals.

2. Embrace trust. 

“Trust is the glue of life,” says The 7 Habits of Highly Effective People author Steven Covey. “It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships.” 

Related: How the Coronavirus Has Changed the Future of Work

Leaders must transition their organizations from a state of treading water to moving toward a restored future. Enable your teams to succeed by embracing trust. Like many business leaders, you’ve likely built a substantial reserve of trust from your teams through your navigation of the coronavirus crisis’s early stages. Now is the time to build on that foundation with acts that unite your team.  

3. Make productivity sustainable.

Today’s distributed workforce demands new thinking about organizing work. Establish clear boundaries to ensure sustainable working hours and productivity. Teams must discuss office hours, share tips on time-tracking and set clear expectations about responding to emails. 

One benefit to organizations from the pandemic is the reduction of the number of meetings. Despite a traditional argument that face-to-face meetings are necessary, businesses didn’t grind to a halt when meetings ceased as a result of the pandemic. Going forward, meeting organizers should define the purpose, the necessary attendees and the amount of time every meeting requires.  

4. Document your recovery playbook.

Resuming work requires answers to questions such as where to begin, how to keep employees and customers safe and healthy, when to communicate and what the next steps are. PricewaterhouseCoopers developed a guide to returning to the workplace (PDF) with additional questions for leaders to address. 

Related: 7 Tips for Managing Workplace Disruption and Maximizing Remote Workers

Whether it be leading and communicating change, prioritizing the health and well-being of team members, operating with additional demands or encouraging empathy, leaders should initiate discussions in the workplace around these critical areas as they develop plans to keep their people and businesses moving through a recovery. As an example, Tesla’s leaders designed a return to work playbook outlining the company’s plan to provide a safe and healthy work environment for its employees.

5. Prioritize your people over yourself. 

Organizations want their leaders to exhibit vulnerability and empathy. On a national level, the leaders who have most effectively dealt with the COVID-19 pandemic have demonstrated clear and consistent messaging, compassion, and solidarity with their constituents. Most of these leaders are female, from Chancellor of Germany Angela Merkel implementing testing from the get-go and Tsai Ing-wen in Taiwan implementing significant measures at the first sign of illness to New Zealand Prime Minister Jacinda Ardern locking down the whole country with swift and decisive action. And in a press event, Norway’s Prime Minister Erna Solberg spoke directly to her nation’s children, answering their questions about the coronavirus and letting them know it was okay to feel scared. 

Leadership demands an emotional connection with your people. When leaders prioritize their people ahead of themselves, they elevate others and foster team well-being.

6. Practice empathy.

Expecting all employees to resume a so-called normal work life isn’t realistic. The COVID-19 crisis impacted everybody, leaving a stain on the fabric of your organization. Be mindful of the ongoing health concerns employees have for friends and family, the challenges of juggling childcare and homeschooling or the stress of navigating the crisis’s financial impact. Empathy will serve you well as a leader and provide your team an extra measure of grace as they return to the office.

7. Provide access to support for emotional wellness.

When employees do begin to return to the workplace, they’ll be dealing with various emotions. People may experience feelings of loss, sadness and grief — emotions that will inevitably impact the way they work and how teams perform.

Related: How Leaders Can Help Prevent Emotional Exhaustion at Work

Leaders must help employees work through these emotions by providing access to support resources such as the Lifeworks-offered Employee Assistance Program and help them navigate sensitive and mental health conversations in the workplace.

8. Re-open with a people-first culture in place.

As you re-open and reset your business, put your employee’s needs at the forefront. That means more than creating a physically safe workplace. According to a Harvard Business Review article on returning to work, here’s what leaders should do:

Outline the conditions to re-open safely to bring people back to offices.

Define how many people can return over a staggered period while ensuring connection with people continuing at home.

Continue delivering honest, transparent communication with all people while highlighting the organization’s vision, values and core focus.

Appreciate, recognize, and celebrate inspiring people within the organization and how they make a difference. 

Be mindful of people’s different circumstances and gain a deeper understanding and appreciation of individual needs.

Begin conversations with your people about what the future looks like through reconnecting with a purpose to stimulate innovation and new growth.

Remain connected with people who have exited the organization to enable potential hires as new opportunities emerge.

9. Listen to your employees as you reset.

Remote working has exposed the costs and efficiencies of expanding a virtual working infrastructure. For many people, remote work eliminated commute time, allowing them more quality time with family — many employees won’t want to give that up. 

You may need to look for new workspaces, renovate current spaces and shift your thinking about how teams collaborate in a shared office. Listening to your people with the purpose of understanding will be crucial in resetting work environments.

Website Design & SEO Delray Beach by DBL07.co

Delray Beach SEO

source http://www.scpie.org/9-ways-to-lead-your-team-into-an-unknowable-future/ source https://scpie.tumblr.com/post/621859522755100672

[scpie]

9 Ways to Lead Your Team Into an Unknowable Future

June 24, 2020 6 min read

Opinions expressed by Entrepreneur contributors are their own.

The workplace is changed. As parts of the world begin to loosen coronavirus-related restrictions, organizations are emerging from COVID-induced hibernation. These transitions back to work are gradual. Uncertainty will remain for months as threats of renewed waves of coronavirus persist. We are anticipating a new normal — but what we need is a new now.

The radical change of these times demands empathic leadership to keep teams engaged, cohesive and forward-focused. Leaders must demonstrate a spirit of purpose and optimism to reinforce the idea that an uncertain future has the potential to be a better future. Here are nine steps for leading your team into an unknowable future.

1. Envision what success looks like and move toward it. 

In its recovery guide for organizations, Deloitte encourages leaders to imagine what post-recovery success looks like. Once you’ve clarified goals, reverse-engineer the next steps for quick and effective action. Envisioning what success entails frees up thinking about the present and can help teams identify quick wins.

As preparation for returning to work, leaders have an opportunity to review their organization’s operating models, expectations, standards, values and strengths. Reflect on what worked well during the recent period of isolation and let teams decide what they need to start, stop or continue doing to achieve goals.

2. Embrace trust. 

“Trust is the glue of life,” says The 7 Habits of Highly Effective People author Steven Covey. “It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships.” 

Related: How the Coronavirus Has Changed the Future of Work

Leaders must transition their organizations from a state of treading water to moving toward a restored future. Enable your teams to succeed by embracing trust. Like many business leaders, you’ve likely built a substantial reserve of trust from your teams through your navigation of the coronavirus crisis’s early stages. Now is the time to build on that foundation with acts that unite your team.  

3. Make productivity sustainable.

Today’s distributed workforce demands new thinking about organizing work. Establish clear boundaries to ensure sustainable working hours and productivity. Teams must discuss office hours, share tips on time-tracking and set clear expectations about responding to emails. 

One benefit to organizations from the pandemic is the reduction of the number of meetings. Despite a traditional argument that face-to-face meetings are necessary, businesses didn’t grind to a halt when meetings ceased as a result of the pandemic. Going forward, meeting organizers should define the purpose, the necessary attendees and the amount of time every meeting requires.  

4. Document your recovery playbook.

Resuming work requires answers to questions such as where to begin, how to keep employees and customers safe and healthy, when to communicate and what the next steps are. PricewaterhouseCoopers developed a guide to returning to the workplace (PDF) with additional questions for leaders to address. 

Related: 7 Tips for Managing Workplace Disruption and Maximizing Remote Workers

Whether it be leading and communicating change, prioritizing the health and well-being of team members, operating with additional demands or encouraging empathy, leaders should initiate discussions in the workplace around these critical areas as they develop plans to keep their people and businesses moving through a recovery. As an example, Tesla’s leaders designed a return to work playbook outlining the company’s plan to provide a safe and healthy work environment for its employees.

5. Prioritize your people over yourself. 

Organizations want their leaders to exhibit vulnerability and empathy. On a national level, the leaders who have most effectively dealt with the COVID-19 pandemic have demonstrated clear and consistent messaging, compassion, and solidarity with their constituents. Most of these leaders are female, from Chancellor of Germany Angela Merkel implementing testing from the get-go and Tsai Ing-wen in Taiwan implementing significant measures at the first sign of illness to New Zealand Prime Minister Jacinda Ardern locking down the whole country with swift and decisive action. And in a press event, Norway’s Prime Minister Erna Solberg spoke directly to her nation’s children, answering their questions about the coronavirus and letting them know it was okay to feel scared. 

Leadership demands an emotional connection with your people. When leaders prioritize their people ahead of themselves, they elevate others and foster team well-being.

6. Practice empathy.

Expecting all employees to resume a so-called normal work life isn’t realistic. The COVID-19 crisis impacted everybody, leaving a stain on the fabric of your organization. Be mindful of the ongoing health concerns employees have for friends and family, the challenges of juggling childcare and homeschooling or the stress of navigating the crisis’s financial impact. Empathy will serve you well as a leader and provide your team an extra measure of grace as they return to the office.

7. Provide access to support for emotional wellness.

When employees do begin to return to the workplace, they’ll be dealing with various emotions. People may experience feelings of loss, sadness and grief — emotions that will inevitably impact the way they work and how teams perform.

Related: How Leaders Can Help Prevent Emotional Exhaustion at Work

Leaders must help employees work through these emotions by providing access to support resources such as the Lifeworks-offered Employee Assistance Program and help them navigate sensitive and mental health conversations in the workplace.

8. Re-open with a people-first culture in place.

As you re-open and reset your business, put your employee’s needs at the forefront. That means more than creating a physically safe workplace. According to a Harvard Business Review article on returning to work, here’s what leaders should do:

Outline the conditions to re-open safely to bring people back to offices.

Define how many people can return over a staggered period while ensuring connection with people continuing at home.

Continue delivering honest, transparent communication with all people while highlighting the organization’s vision, values and core focus.

Appreciate, recognize, and celebrate inspiring people within the organization and how they make a difference. 

Be mindful of people’s different circumstances and gain a deeper understanding and appreciation of individual needs.

Begin conversations with your people about what the future looks like through reconnecting with a purpose to stimulate innovation and new growth.

Remain connected with people who have exited the organization to enable potential hires as new opportunities emerge.

9. Listen to your employees as you reset.

Remote working has exposed the costs and efficiencies of expanding a virtual working infrastructure. For many people, remote work eliminated commute time, allowing them more quality time with family — many employees won’t want to give that up. 

You may need to look for new workspaces, renovate current spaces and shift your thinking about how teams collaborate in a shared office. Listening to your people with the purpose of understanding will be crucial in resetting work environments.

Website Design & SEO Delray Beach by DBL07.co

Delray Beach SEO

source http://www.scpie.org/9-ways-to-lead-your-team-into-an-unknowable-future/