Tag: Leadership

Empowering Employees Through Constructive Criticism: The Art of Giving Feedback

~ jordan ~ Leave a comment

If you’re able to effectively provide constructive criticism that empowers employees, you can make a real impact on any organization. After all, there’s nothing more powerful than a team of motivated and invested employees who are inspired by their leaders to do the best work of their lives.

Of course, providing effective feedback is easier said than done. It requires sophistication, empathy, and courage; it’s an art form that must be developed and refined with practice.

In this article, I’ll take you through the process of how to give feedback in a way that inspires growth and empowerment within your team. We’ll discuss what effective feedback looks like, as well as how to appropriately offer critiques and helpful observations in a way that leads to productive conversations. By the end of this article, you should have all the tools you need to become a masterful leader and empower your team through constructive criticism.

What Is the Purpose of Giving Feedback?

When you think of giving feedback, what comes to mind? Is it a dreaded process, or a powerful tool to help drive growth and development? The answer is both. If done right, feedback can be an incredibly powerful tool for motivating employees and inspiring them to achieve more.

The purpose of providing constructive criticism is twofold. First, it’s about building a trusting relationship between employees and their managers based on mutual respect. By taking the time to craft thoughtful, personalized feedback, you show your employees that you value their opinions and that you care about their professional development. Second, feedback helps facilitate growth and development by giving employees specific targets to work towards and aiding them in understanding how their performance is measured within the team or company.

By taking time to thoughtfully craft and guide your employees through this process, you can build a strong culture of collaboration and support—one that can serve as the backbone of any successful business.

How to Create an Environment of Trust and Support

Constructive criticism is an art form. The key to successful feedback is to ensure it’s framed and presented in such a way that your employees feel supported and motivated, not belittled or discouraged. Creating an atmosphere of trust and support is the foundation for this to take place—it’s where the safe space needed for giving meaningful feedback can be built.

To create this kind of positive environment, start by empowering your employees with clear expectations and communication. Make sure they understand their roles, their objectives, and how they fit into the big picture. They should know they have the freedom to take risks, make mistakes, and ask questions without fear of criticism or judgment.

Be open-minded when giving constructive feedback—seek first to understand before you provide suggestions for improvement. Take time to listen rather than jumping in with solutions right away, and encourage dialog by asking questions that foster creative thinking and problem solving. Also strive for balance—positive reinforcement can go a long way in motivating your team to recognize their strengths and further develop any weaknesses identified.

Establishing the Right Tone

Speaking of being respectful, the tone of your feedback is key. If you come across as hostile or condescending in any way, your employee will naturally be more likely to become defensive and not internalize your critique. So, how do you make sure to strike the right tone when giving constructive criticism?

The best way to do this is to give feedback in a way that demonstrates respect for the employee. You want to ensure that your words are coming from a place of wanting them to grow and get better at their job—not from a sense of superiority. It’s also important to frame the conversation in an inquisitive way instead of one that sounds accusatory.

Here are some tips for making sure you maintain a respectful tone when giving constructive criticism:

Speak in an even, calm voice.

Structure your comments using clear, concise vocabulary.

Ask questions that help promote dialog rather than shut it down.

Avoid using exaggerated language like “always” or “never”.

Focus on solutions and strategies rather than dwelling on past mistakes or failures.

Be mindful of body language; it can often say more than words can!

By taking these steps and having conversations with your employees that are positive and supportive, you can make sure they feel respected during the process while still giving them helpful advice and knowledge they can use going forward.

Addressing Criticism With Respect

It is important to remember that constructive criticism shouldn’t be a personal attack. No matter how difficult the situation, it should always be delivered in a respectful and supportive manner. When giving constructive criticism, it is also important to make sure that the specific issue being discussed is addressed without generalizing it or making assumptions. This will ensure that the individual understands the feedback being given and can use it to their advantage.

By using respectful language and focusing on specific issues, employers can ensure that their feedback will be perceived as helpful instead of intimidating. Additionally, employers should take into account their employees’ feelings when providing constructive criticism—for example, by asking how they are feeling about their performance or if there is anything they need in order to improve. With this approach, employers can create an environment of trust and understanding that encourages employees to continue growing and developing their skills.

Providing Examples and Evidence to Support Critiques

When giving feedback, it’s not enough to just say what you think. It’s also important to back up your comments with tangible examples and evidence. After all, nobody wants to just get called out without understanding why they’re being called out in the first place.

By providing examples and evidence to support your critiques, employees can understand why their performance isn’t quite up-to-par and what needs to be done to make improvements. Here are some tips for using specifics when giving feedback:

Make sure your meetings are focused on the desired outcome instead of simply pointing out mistakes or issues.

Provide a clear before-and-after example of the desired outcome so that employees have something tangible to strive for.

Consider creating a timeline outlining specific milestones and goals that will help employees stay on track with their progress and measure success.

Offer resources or training materials that will enable employees to further develop their skills or improve certain processes if needed.

Evaluate results regularly to ensure that employees are taking the necessary steps for improvement and growing in their roles.

By providing examples and evidence along with constructive criticism, you’ll be able to guide employees through their challenges in an effective and efficient manner – allowing them to reach their full potential!

Strategies for Encouraging Growth Through Feedback

Providing constructive feedback to your employees is a great way to empower them and encourage their growth. But giving feedback isn’t always easy, especially if your goal is to be constructive and productive. To make sure you’re providing effective feedback, there are a few strategies you should consider.

Start with Positive Reinforcement

It’s important to begin your feedback with something positive. This can be anything from recognizing your employee’s hard work or acknowledging an idea they had that was successful. Starting on a positive note will help ensure the rest of the conversation remains focused on finding solutions and motivating growth.

Focus on Solutions

Providing solutions along with constructive criticism can help ensure that employees are given the tools they need to succeed. Offer viable solutions that can help employees reach their goals and empower them to take action towards implementing them.

Be Specific

When providing feedback, it’s important to be as specific as possible so your employees understand exactly what you’re saying and how it applies to them. This will also help them distinguish between areas of improvement and areas where they’re excelling, allowing them to focus on further developing their strengths and striving for better performance in certain areas.

Giving effective feedback requires practice and patience, but following these strategies can certainly help encourage growth amongst employees — after all, empowering them is one of the best ways to create an environment where everyone succeeds!

Constructive criticism is a powerful tool for managers to ensure their teams are working efficiently and productively. When done correctly, it can be a great way to empower employees, creating an atmosphere of mutual respect, trust and collaboration. While it can be uncomfortable at first, with practice and an open mind, it can become a powerful tool for giving feedback that inspires growth and improvement.

When providing constructive criticism, it is important to give feedback in a respectful and supportive manner. Make sure to focus on the behavior or process that needs to be improved, not the person, and strive to offer solutions to any issues that arise. By taking the time to actively listen, ask questions and provide thoughtful direction, you can help build trust between employees and managers, and create an atmosphere where everyone can feel empowered to do their best work.

How to Create a Culture of Inclusivity and Foster Diversity in the Workplace

~ jordan ~ Leave a comment

We all know that diversity and inclusivity are important in the workplace. But do we really understand and practice what it takes to create a culture of inclusivity and foster diversity? Everyone plays an important role in fostering a culture of acceptance and respect, regardless of the team size.

Creating an environment where everyone feels respected, valued, and included is more than just a nice idea — it’s essential for any business to thrive. But how do you create a truly inclusive workplace? It starts with understanding the concept of cultural inclusivity and what is needed for its success.

In this article, we explore how to create a culture of inclusivity that celebrates everyone’s background, values, ideas, and contributions. We will look at why diversity is important for businesses and provide tangible tips on how to foster it.

What Is Inclusivity and How Does It Benefit the Workplace?

Creating a culture of inclusivity and diversity involves more than just the hiring process. It’s about creating a safe and equitable space for anyone who works with or within your organization.

Inclusivity is the practice of actively acknowledging, respecting, and celebrating the differences among all people. This means promoting equity and fairness in all aspects of your organization, from recruitment to decision making to career development. When done correctly, an inclusive culture can be beneficial in many ways.

A diverse team encourages more creative thinking and different perspectives. When everyone brings something unique to the table, it makes for an environment that’s open to new ideas and solutions. Additionally, diversity builds trust with customers and partners—when customers feel represented by a company’s workforce, they are much more likely to trust their products or services. Finally, an inclusive workplace can help retain top talent through employee satisfaction—making it much easier to stay competitive in a tight job market.

Ways to Foster Diversity in the Hiring Process

When it comes to creating a culture of inclusivity, fostering diversity starts with the hiring process. After all, the best way to have a diverse workplace is to have diverse people making up your team!

Here are some ways you can make sure your hiring process is truly equitable and open to people from all walks of life:

Understand the Need: First and foremost, it’s important to recognize the need and value of having a diverse workforce. Every person brings unique experiences and perspectives that can contribute to a better working environment.

Expand Your Network: Reaching out to a broader network can help you attract candidates with different backgrounds and skillsets. Consider expanding your outreach beyond traditional job postings by attending job fairs or posting on social media platforms.

Be Open-Minded: Keep an open mind when looking at candidates’ resumes and during interviews—you never know who might be the perfect fit for your team! Having strong hiring criteria helps ensure candidates are qualified for the role, but don’t let preconceived notions about who’s “right” for the job limit your view of potential new colleagues.

Developing a Culture of Inclusion and Respect

Cultivating a culture of inclusion and respect in the workplace is key if you want to create a diverse business. This means building a team of employees who understand and appreciate the value that each individual brings to the table. How do you do this?

Setting clear expectations

It’s essential for employers to set expectations for employees when it comes to inclusivity and respect. Explain what behaviors are not acceptable, such as offensive or discriminatory remarks or actions, and provide resources for how employees can report any inappropriate behavior they witness or experience. It’s also important to provide information on the organization’s commitment to creating an inclusive environment.

Prioritizing diversity at all levels

Ensure that there is diverse representation among all groups within your organization, from top management positions to entry-level roles. Create equitable recruitment strategies and foster an environment where everyone feels welcome and respected by offering job postings on non-traditional outlets, such as minority-focused job boards, so that you can reach a more diverse pool of applicants.

Celebrating differences

Celebrate cultural holidays at work and recognize contributions from people with different backgrounds in order to demonstrate that diversity is welcomed and valued in your workplace. Having events, such as potlucks or educational forums on topics related to diversity can help foster appreciation for different cultures within your organization.

Establishing Clear Policies and Procedures for Diversity, Equity, and Inclusion

Creating a culture of inclusivity starts with implementing policies and procedures that ensure diversity, equity, and inclusion in the workplace. From hiring to onboarding to general conduct guidelines, employers should ensure that there is a clear understanding of expectations when it comes to how each individual should be treated in the workplace.

These policies can include:

Establishing a clear anti-discrimination policy that includes harassment and bullying

Providing appropriate diversity training for all employees

Ensuring equal pay for equal work

Implementing a diversity recruiting process

Creating an inclusive culture that celebrates differences

Providing resources for employees to find support if needed.

Having these policies and procedures in place will create the framework for a successful diverse workplace. It will also communicate to potential and current employees that the company values diversity and inclusion, fostering a welcoming environment for everyone.

Educating Employees on Inclusivity and Diversity Best Practices

Creating an environment of inclusivity and embracing diversity can be tricky. But by educating employees on inclusivity and diversity best practices, organizations can ensure they are creating a culture that celebrates differences.

Here are some tips for educating employees on inclusivity and diversity best practices:

Ensure everyone understands that diversity and inclusion initiatives should be applied to all aspects of the organization, from recruiting to team meetings to mentorship programs.

Utilize anti-discrimination policies to ensure that everyone involved is on the same page when it comes to expectations of behavior at work.

Promote education through training sessions, seminars, or online courses tailored specifically towards ethical collaboration, understanding one another’s differences, and how to effectively work with a diverse group of people.

Make sure there is open feedback available for employees as these programs are implemented; it’s important to ensure that everyone feels comfortable expressing their thoughts and opinions on how these initiatives might affect them.

Celebrate successes and encourage positive reinforcement when members of the team come together across boundaries (race, gender identity) for a common goal!

With these tips in mind, organizations have the tools they need to create a culture of inclusivity and foster diversity within their workforce!

Making Sure Efforts Are Sustained Over Time

When it comes to creating a culture of inclusivity and fostering diversity in the workplace, sustaining your efforts over time is key. It requires consistent effort and a commitment to making sure that everyone has an equal opportunity.

Here are some helpful tips on how you can sustain your efforts over time:

Make sure that decision-makers understand and embrace the value of diversity.

Monitor results and assess progress regularly, educating staff on unconscious biases that can lead to less-than-optimal results.

Develop an inclusion plan backed by clear roles and responsibilities, including metrics for success and defined accountability mechanisms.

Facilitate integration of new hires in meaningful ways so they feel supported in their new roles, including assigning mentors and sponsors to help guide them along the way.

Train managers on what it means to be inclusive so they can serve as champions for diverse hiring practices throughout their departments.

Celebrate successes in fostering diversity and make sure that everyone’s voice is heard when making decisions or creating policy changes at the organizational level.

Reward individuals, teams, or departments for inclusive excellence across the entire organization.

Reexamine goals for diversity periodically to ensure no one gets left behind as expectations evolve with changing circumstances and demographics overtime.

Foster an environment where all employees feel respected, appreciated, and valued regardless of race, gender, ethnicity, religion or sexual orientation – starting with leadership demonstrating those values from day one!

By making sure that your efforts are sustained over time you’ll be well on your way to creating a culture of inclusivity and successfully fostering a diverse workforce!

Diversity within the workplace is something that should be applauded for its vast benefits. Not only does it create a more inclusive culture, it also increases productivity and morale, helps break down stereotypes, and sparks new ideas and perspectives. To foster diversity within the workplace, celebrate differences and actively create a culture of inclusion. Equip and empower your team members with the necessary tools to ensure everyone can thrive, and create and implement policies that demonstrate your commitment to inclusivity. Finally, recognize your team members’ leadership and celebrate their successes. Even the smallest gestures can go a long way in creating a culture that embraces diversity and inclusivity.

How to Lead Through Uncertain Times: Strategies for Managing and Motivating Your Team

~ jordan ~ Leave a comment

Navigating a time of uncertainty can be a challenge, especially if you’re responsible for leading a team. With so much up in the air and change happening quickly, it’s important to stay focused, stay positive, and remain empathetic as you guide your team.

As leaders, it’s our job to provide direction and inspiration amidst the ambiguity. We can’t be afraid to take risks or make difficult decisions–but we also need to remember that our decisions have consequences. The way we lead today will shape the future of our teams and our organizations.

In this article, I’d like to share some strategies for managing and motivating your team through times of uncertainty. We’ll cover the basics of leading through change, how to handle stress and difficult situations together with your team, how to stay inspired during these times, and what resources you can use for support.

Understanding Change — Looking at the Big Picture

The first step in leading your team through uncertain times is understanding change. Being able to look at the big picture and identify the larger trends can help you better manage and motivate your team.

Think about it this way: when you look at a map, you don’t just see a bunch of roads, but the bigger trends that make up the landscape—the highways that connect different cities, the regional economic clusters, etc. By understanding these larger trends, you can plan for what’s coming next and know where to direct your team’s efforts.

The same is true when managing your team during uncertain times: by understanding how changes in the marketplace affect your business, you can develop strategies to keep them focused on the big picture while helping them stay agile in their approach to the day-to-day work. Additionally, when it comes to motivation—especially over a longer period of time—being able to point out how their contributions fit into the bigger scheme will go a long way in keeping them committed and engaged.

Communicating Your Vision and Making Connections

In times of uncertainty, it is important to communicate a clear vision to your team and help them stay focused on reaching the goal. This can be done through regular check-ins and meetings where you take the time to talk about how their individual efforts are contributing to the overall vision. Taking time to recognize individual contributions can help motivate your team and create a positive, collaborative atmosphere.

Additionally, try to make connections with your team on a personal level by getting to know them and understanding what drives them. This kind of connection will help build trust and make them more invested in working toward the long-term goal. When leading through uncertain times, it’s important to take an active role in motivating and engaging your team so that everyone has a shared sense of purpose.

Adapting to Unpredictability and Setting Boundaries

Now let’s talk about how to lead through unpredictable times. It can be hard to adjust to changing conditions, but try to remain flexible and open-minded. Your team will appreciate your willingness to try new approaches if things don’t go as expected.

It’s important to set boundaries, too. You’ll want to establish parameters for how much change is acceptable and communicate this clearly with your team members so they know what’s expected of them in uncertain times.

For example, you might decide that you will only make changes that are within your control or that you can realistically manage without overloading yourself or your team. This can help ensure that everyone remains productive and focused on the tasks at hand, instead of chasing after solutions that are out of reach.

You should also provide clear guidelines for when team members should seek approval for proposed changes, or when the team should take a step back and re-evaluate certain decisions. By setting these kinds of parameters in advance, your team will better understand the limits and be more prepared to handle uncertainty when it strikes.

Developing Resilience — Supporting Your Team Through Stressful Periods

No-one likes to be in a stressful situation, so if your team is feeling the strain, how can you help build resilience?

Open Communication

Open communication is the foundation of a resilient team. Make yourself available to listen to your team members and encourage honest dialog. Provide opportunities for feedback that are safe and non-judgmental. Leaders should stay attuned with team members’ feelings to ensure there is a sense of psychological safety and that their messaging resonates.

Keeping Morale High

Giving regular praise and thanks will help to keep your team’s morale up during times of uncertainty. It’s also important to encourage them to take breaks, take time off when needed, and practice self-care. By doing this you will show your team that you are aware of their mental health concerns and that you care about them as human beings.

To foster a resilient team during times of change, try these strategies:

Make sure everyone is on the same page when it comes to goals by regularly discussing progress toward objectives.

Celebrate successes together—even small wins will make a difference!

Encourage cross-team collaboration so that each person feels they have input into decisions being made and tasks being assigned.

Offer training opportunities so everyone can continue developing as individuals, even in times of uncertainty or stress.

Reassessing Your Approach — Constantly Reflecting on Results

Leading in times of change and uncertainty takes more than just having a plan. It requires being adaptive, flexible and constantly reassessing your approach. It’s important to constantly reflect on the results of your efforts to ensure you’re on the right track and to identify any challenges or opportunities that may arise.

Here are some key strategies for reassessing your approach:

Identify areas where improvement is needed — Regularly assess current processes, systems and procedures to pinpoint areas that need improvement or additional resources, such as training for employees.

Monitor performance indicators — Track key performance indicators that reflect how well your team is performing. This allows you to adjust strategies if those indicators are not meeting targets or expectations.

Course-correct — Use data and feedback to course-correct when needed, pivoting strategies if progress isn’t being made in a particular area or if there is a change in the market or environment.

Adaptability — When there are shifts, be ready to adjust plans quickly by having the resources available and understanding how best to respond with agility to changes in the external environment.

Establish feedback loops — Gather feedback from employees regularly on their experiences leading up to and through the transition, as well as their thoughts on procedures going forward so they feel heard and valued by management.

By using these strategies, you’ll be better equipped to make informed decisions as you lead through times of uncertainty, which will ultimately lead to a stronger team and organization overall in the long run!

Staying Motivated in Times of Change — Encouraging Collaboration

These days, it’s pretty easy to stay motivated. But what about when times get tough? How do you keep your team motivated when all the uncertainty can lead to feeling down and unmotivated?

The answer is collaboration. Working together on difficult tasks can be hugely beneficial for everyone involved, helping them feel connected and engaged with the task at hand. There are plenty of strategies for encouraging collaboration, like:

Building a culture of trust and transparency. This means creating an environment where it’s safe to ask questions, share ideas, and do their best work without fear or judgment.

Creating opportunities for team building activities to help build relationships among team members and facilitate creative thinking.

Encouraging open feedback loops to ensure that everyone’s voice is heard and valued.

Hosting virtual meetings so that members can chat face-to-face even if they’re not in the same room, which helps with building camaraderie and boosting morale.

Fostering a sense of ownership for projects, so everyone feels like an important part of accomplishing the goal at hand rather than just a cog in the machine.

By encouraging collaboration among your team members, you’ll help them stay motivated even during difficult times, leading to greater productivity and overall success!

In an uncertain world, leaders need to stay grounded and remain focused on the bigger strategic goals. The key is to balance your team’s uncertainty with clear and well thought-out strategies and plans.

Leaders should advocate for their team, show genuine care, and build trust. Create a safe environment where team members can collaborate, share ideas, and work on bleeding edge technologies. Create a culture of experimentation and encourage failure in order to drive innovation. Finally, use data to measure employee engagement and satisfaction, so you can identify and address any issues early.

Leading through uncertainty is a daunting challenge, but if you put the needs of your team first, you can come out on top. By adapting your leadership style and strategies to fit the situation, you’ll be able to create a culture of support and success. With the right approach, you and your team can power through uncertain times and come out on the other side a stronger, more resilient team.

Get Ahead With EQ: How to Improve Your Emotional Intelligence Skills for Leadership Success

~ jordan ~ Leave a comment

If you want to make your way to the top of the corporate ladder, there’s one skill that is key: emotional intelligence (EQ).

It’s an important skill for successful leadership and can mean the difference between a promotion and staying stuck in the same position. EQ is all about understanding human behavior and emotions, being able to identify them in yourself and others, and using that knowledge to work effectively with others.

If you’re looking to boost your EQ skills, look no further. We’ve put together all the information you need to know on this topic. In this article, we’ll cover the basics of emotional intelligence and provide tips on how to develop those skills in order to get ahead in your career. Let’s get started!

What Is Emotional Intelligence in Leadership?

When we talk about emotional intelligence (EQ) in leadership, we’re referring to the ability to recognize and manage our own emotions, as well as the emotions of others. It’s an important quality for any leader and it can have a significant impact on how effective and successful they are.

Having strong EQ skills can help leaders make better decisions, communicate more effectively with their team, and build meaningful relationships with their colleagues. It can also give them insight into how best to handle challenging or unpredictable circumstances—such as motivating a team during difficult times or dealing with an emotionally charged situation in the workplace.

Ultimately, developing your emotional intelligence can help you stay ahead of the game—both professionally and personally. Not only will it lead to greater success in your chosen field, but it’ll also allow you to be a better leader by understanding yourself and those around you more deeply.

How Does EQ Impact Leadership Success?

It’s no secret that having strong emotional intelligence (EQ) skills can help you become a better leader. But why? To put it simply, EQ is about understanding and managing your own emotions as well as recognizing and responding to the emotions of others. When it comes to leadership, this means developing the ability to recognize and understand emotions in order to create better relationships with team members, find solutions to conflicts, and promote collaboration among teams.

Research has shown that emotionally intelligent leaders:

Are better able to make decisions and solve problems

Have stronger relationships with team members

Are more successful in leading change initiatives

Are more effective at motivating team members

Achieve higher levels of success in their roles

Leaders who possess strong EQ skills also have a greater ability to inspire trust among their teams. Trust is essential for any relationship—but it’s especially so between a leader and his or her team. After all, if you don’t trust your leader, do you really want to follow them? It’s so important that it’s been said that the most successful leaders are those who are able to build trust among their teams.

What Are the Components of Emotional Intelligence?

When it comes to understanding emotional intelligence, there are certain components to consider. These include self-awareness, self-management, social awareness, empathy and relationship management.

Self-awareness

At its core, self-awareness is about having a deep understanding of how you feel in different situations. It means recognizing your emotional states and how your reactions affect others. As a leader, this is important because you need to be aware of your emotions before you can effectively manage them and respond to others in a way that’s useful for the business.

Self-management

Self-management is about understanding and being able to control your emotions in difficult situations. As a leader, this is especially important to help you stay focused when faced with challenges or criticism. It also means being able to manage stress and take appropriate risks — something that’s key for success in any business environment.

Social Awareness

This component of emotional intelligence focuses on understanding the feelings of others — particularly those who report directly to you or are part of the team working on your projects. This doesn’t mean just tuning into their emotions; it’s being able to identify what they’re feeling so you can respond appropriately and support them when needed.

Empathy

Empathy goes beyond recognizing the emotions of those around you; it means having an understanding of where they are coming from on an individual level. As a leader, this helps create trust within the team by showing that you understand their perspectives, even if their beliefs differ from yours – essential for collaboration between team members.

Relationship Management

Being able to effectively manage relationships means being

What Are the Benefits of Emotional Intelligence for Leaders?

You might be wondering why it’s worth investing your time in improving your emotional intelligence skills. After all, there’s a lot of other aspects to being a leader.

Well, developing your emotional intelligence actually offers a lot of benefits for leaders, which can help you become more effective and successful:

Enhances Your Ability to Communicate and Connect

Having strong emotional intelligence means that you have better insight into yourself and others. This improves your ability to relate to people on a deeper level, allowing you to read peoples’ reactions better so you can adjust your communication style accordingly. This helps allow meaningful connections with people and improved morale amongst employees.

Makes You More Open-Minded

People with higher emotional intelligence often display more open-mindedness in their approach to problem solving, as they are more capable of understanding other people’s perspectives and empathizing with them. Having an open mind is essential for effective leadership and makes it easier to collaborate with others in decision making processes.

Improves Stress Management Skills

The self-awareness aspect of emotional intelligence helps leaders better identify sources of stress and take proactive steps to reduce it as much as possible. In addition, strong EQ skills also lead to increased confidence in dealing with stressful situations as they arise — effectively helping leaders stay calm under pressure.

How Do I Develop My Emotional Intelligence Skills?

Wouldn’t it be great if there was a step-by-step checklist to help you improve your EQ? Well, there is! Developing your emotional intelligence skills requires building awareness of both your own emotions and those of others. Here are a few strategies that can help:

Self-reflection

Start by reflecting on the situations in which you find yourself. Take time to pay attention to your emotion and how they impact your thinking and behavior. Ask yourself questions like: What emotions am I feeling? Why am I feeling them? How do they affect my decisions?

Improve Your Listening Skills

Pay attention to not just the words, but also the tone, facial expressions, and body language of those around you. Try to identify the underlying emotions that might be behind someone’s communications—and develop an understanding about why those feelings exist.

Improve Your Empathy

Empathy is a key component of emotional intelligence and involves understanding another person’s perspective. That means learning how to put yourself in another person’s shoes and listening deeply with an open mind and heart. This can be incredibly difficult, but it’s essential for successful communication with customers, colleagues, partners, etc.

Ask for Feedback

No one has all the answers when it comes to developing emotional intelligence skills, so don’t be afraid to get feedback from others—especially people who have skills you would like to emulate. Ask them what steps they took to develop the emotional understanding they have now. Use their advice as a roadmap for your own development journey.

Top Tips for Improving Your EQ for Leadership Success

A key factor for success in any leadership role is the ability to understand emotions, both your own and those of the people around you. Developing this emotional intelligence, or EQ, is essential in order to navigate both yourself and the atmosphere around you in the workplace. Here are some top tips for improving your EQ:

Listen actively

Listening actively involves not interrupting and focusing on what someone is saying intently. This useful skill also means repeating back what you hear to show that you have understood—this can be a great way to increase understanding, as well as building bridges with those around you.

Take responsibility

Being able to take responsibility for yourself and acknowledge when things have gone wrong is a sign of good EQ. Being prepared to stand up and apologize or make amends shows integrity, maturity and strength to those around you.

Show empathy

Empathy means being able to understand how another person feels—it does not always mean agreeing with them but rather acknowledging their feelings. When faced with a situation where someone else is angry or upset, empathizing will help diffuse tensions and avoid further distress.

Allow yourself time

If faced with a difficult situation in which emotions are running high it can be hard not to react immediately or get drawn into arguments that deal with only surface issues rather than the root cause. Give yourself time before responding by taking a step back, counting up to 10 if necessary, so that you can think rather than just act on impulse.

In conclusion, developing your emotional intelligence is essential for success in leadership roles. EQ allows you to better understand and manage your emotions, create relationships with your colleagues, recognize, and empathize with other people’s emotions, and better recognize how to respond to different situations.

Leaders who have a strong understanding of their emotions and those of others gain a greater insight into the team dynamics and are better equipped to make decisions that are in the best interest of those they lead. A leader with a high EQ is better able to get the best out of their team and achieve their goals. With the right guidance and support, anyone can sharpen their EQ skills and become a better leader.

Master the Art of Delegation: How to Empower Your Team and Get More Done

~ jordan ~ Leave a comment

Do you feel like you’re constantly running around in circles, trying to get everything done? Are there tasks piling up so quickly that you can barely keep up with them? It sounds like it might be time for you to master the art of delegation.

Delegating is the process of entrusting specific tasks and responsibilities to team members — and it’s an essential skill if you want to successfully manage a team. Sure, delegating projects can be intimidating — but it is possible to delegate without giving up control or authority over your team.

In this article, we’ll discuss a few tips on mastering the art of delegation. You’ll learn how to identify which tasks should and shouldn’t be delegated, what questions to ask when assigning tasks, and the best ways to empower your team members so they can succeed at the tasks they’ve been given. Let’s dive in!

What Is Delegation and Why It’s Important

Learning the art of delegation is key to unlocking success as a leader. It’s all about striking the right balance between taking responsibility for tasks and handing them over to your team. Delegation gives you a chance to empower your team and get more done.

So, what is delegation? It’s simply assigning tasks, projects or decisions to a member of your team, while clearly outlining the responsibilities and leave of absence associated with that task. Setting clear expectations helps make sure everyone involved knows what needs to be accomplished, who’s responsible for it, and how it fits into the bigger picture.

When done right, delegation can be one of the most powerful tools for harnessing collective creativity, leveraging the unique skillset of each team member and helping everyone grow as individuals and as a team. Not only does it free up your own time for higher-level tasks, but it also builds trust with your team members; by entrusting them with responsibility and boosting their confidence in their ability to make decisions in their area of expertise.

Preparing Yourself to Delegate Effectively

No one expects you to just jump into delegating without any preparation. Before you start handing off tasks, there are a few things you can do to make sure that the delegation process goes smoothly and yields good results.

First, make sure that you have a clear understanding of your role and goals as well as the roles and goals of each team member. It’s important to keep in mind the skills and abilities of each team member when deciding what tasks to delegate—you don’t want to give someone a task that they’re not equipped to handle.

Second, set expectations for the delegating process. This means being clear about deadlines, communication protocols, and expectations for feedback on progress. And if there are any resources or materials needed for a specific task, they must be provided in advance in order for delegation to work properly.

Finally, it’s vital that the person doing the delegating is available to answer questions or provide clarification when needed. Without this support, it can be difficult for team members to feel comfortable taking ownership of their tasks and succeeding with them.

Setting Clear Goals and Expectations

If you want to really empower your team and be successful in delegating tasks, it’s essential to set clear goals and expectations. That way, your team will understand what is expected of them and can work accordingly to make sure that the job gets done right the first time.

Here are some tips for setting clear goals and expectations:

Research & Prep

Before you start delegating tasks, take some time to research the task or project at hand so that you can understand what needs to be done. Doing this will also help you understand exactly what is expected from your team and make things easier for them.

Set Deadlines

Make sure to set a timeline for when each task needs to be completed by. This will help keep your team on track and keep them motivated. You can also hold them accountable if they miss deadlines.

Create Guidelines

Provide instructions or guidelines for how each task should be done, including any specific requirements or preferences that you may have. This will help ensure that the job is done correctly and help give your team a better understanding of what is expected of them.

Finding the Right People to Delegate To

Once you’ve decided what tasks to delegate, who do you delegate them to? Finding the right people is critical for successful delegation. Here are a few tips to help you find the best-suited people for the job:

Assess each person’s talents and skills

Take the time to assess each team member’s skills and talents so you can determine which person is best-suited for a certain task. Ask yourself which members of your team have the expertise necessary for a project or task, as well as which members have the capacity to take on more responsibility.

Ask around

Don’t be afraid to ask your team members what tasks they would like to take on. This will help you identify passionate individuals who may be looking for a chance to shine. Hearing their ideas can also help boost morale and make employees feel more empowered in their roles.

Leverage technology

If your team is remote or distributed, leverage technology and tools like polls and surveys to quickly identify who on your team has skills and experience in certain areas. This will help you quickly identify who would be able to take on certain tasks or projects.

By assessing each person’s talents and skills, asking around and leveraging technology, you can easily find the right people for delegating tasks — empowering your team to work more efficiently while freeing up your time too.

Monitoring Progress and Offering Support

Monitoring progress and offering support is an integral part of delegation. It’s not enough to simply assign tasks and leave your team to their own devices. You need to check in periodically and provide support where needed. Fortunately, there are several ways to do this effectively:

Create performance review procedures

Creating a system of performance reviews will help you monitor your team’s progress and identify areas where you may need to provide additional support. During these reviews, you can discuss any feedback or feedback, as well as opportunities for growth or improvement.

Set specific goals and objectives

Setting clear goals and objectives for each assigned task helps keep your team on track and ensures that they stay focused on the task at hand. When necessary, you can provide additional resources or guidance to help them meet these goals in a timely manner.

Provide ongoing training opportunities

Providing ongoing training opportunities is essential for helping your team stay up-to-date on the most current industry trends and practices. This not only helps them stay ahead of their peers but it also helps you ensure that they are knowledgeable enough to complete the tasks they have been assigned with confidence.

By monitoring progress, setting clear goals and objectives, and providing ongoing training opportunities, you can help ensure that your team is empowered and successful in their delegated tasks.

Tips on How to Reassign Unfinished Tasks

If you’re looking to master the art of delegation, one of the best ways to do it is to reassign unfinished tasks. If a member of your team has been assigned a task and can’t complete it for whatever reason, then you need to make sure that it gets reassigned to someone else.

Here are a few tips on how to reassign unfinished tasks:

Make sure that everyone on the team knows who is responsible for what tasks. This will help ensure everyone is aware of who needs help and will make it easier to reassign tasks if needed.

Communicate clearly when delegating new tasks and follow up regularly so that everyone knows what’s happening with each project. This will help ensure that no task falls through the cracks and gets forgotten about.

Have an open line of communication between members of your team so they can keep each other updated on their progress and any changes that may need to be made in order for them to complete their work on time.

Foster collaboration within your team by encouraging people to work together on projects when they are able to do so, instead of assigning individual tasks which can lead to delays in completion if someone runs into difficulty or has a question about the project.

Assign clear deadlines for completion of each task and make sure all team members are held accountable for meeting them, as this will help ensure progress continues in a timely manner even if there is an unexpected delay due to illness or other issues outside of their control.

By following these tips, you’ll be well on your way towards mastering the art of delegation and empowering your team to get more done with less effort!

Learning the art of delegation is essential for managers and team leaders. By delegating the right tasks to the right people and trusting in your team, you can create a culture of empowerment and enable your team to unlock their true potential.

It can be difficult to let go of the reins sometimes, but remember that delegating allows you to increase focus, maximize efficiency, and develop trust in your team to do the job as effectively and efficiently as possible.

Delegation is a crucial leadership skill, and when done correctly, it can have a transformative impact on your team and the success of your organization. Mastering the art of delegation is a great way to get more done and empower your team in the process.

Strategies for Building Resilience as a Leader: Don’t Let Setbacks Stop You

~ jordan ~ Leave a comment

As a leader, it’s your job to stay focused, motivated and resilient—even when faced with challenges and setbacks. That’s because resilience isn’t just a mental attitude; it’s an essential leadership skill that can determine the success of your initiatives.

We all go through times of difficulty and adversity, but how we respond to these moments makes all the difference. For leaders, this means having the right strategies in place to help you bounce back from difficult times and stay determined and focused on achieving your goals.

This article will look at what resilience is as a leader, how you can build up your own resilience skills to handle challenging situations, and give you practical advice on how to avoid getting stuck in a negative feedback loop when failures happen. Let’s get started.

What Is Resilience and Why Is It Important for Leaders?

Highly resilient people have an amazing ability to take on anything and come out on top. If the definition of resilience is the capacity to recover quickly from difficulties, leaders must absolutely embody this quality. After all, if you plan to manage a team and lead them successfully, you need to be able to manage setbacks with grace, learn from failures and keep moving forward.

Why is resilience important for leaders? First and foremost, leaders are tasked with motivating and inspiring their team. This requires leading by example—if as a leader, you give up easily or appear flustered by small setbacks, your team is likely to follow suit. Having a highly resilient leader fosters an environment of innovation, development and growth by setting the tone that it’s ok (and even beneficial) to take risks and be adaptable in the face of change.

Additionally, it helps boost performance: research shows that resilient people have better problem-solving capabilities and more effective coping mechanisms when faced with uncertainty or adversity. Finally, resilience strengthens relationships since it helps us handle negative emotions better.

Understanding Your Own Resilience Levels

When it comes to being a resilient leader, it’s not just about bouncing back from the hard times—but also understanding your own resilience levels. Building resilience starts with understanding where you currently stand, identifying your unique strengths and weaknesses, and then taking steps to make sure that you are ready for whatever comes your way.

The first step is to learn how to observe and recognize the signs of stress in yourself and others. This includes noticing physical tension, changes in energy levels, communication styles or emotional reactions. This can give you insight into when it’s time to take a break or shift focus towards something that is more manageable.

The next step is to build up a toolkit of strategies that will help you stay resilient during tough times. This could include meditation, breathing exercises, making lists or venting in a safe space with trusted friends. Knowing which techniques work for you will ensure that you remain calm and focused when faced with challenges or setbacks.

Challenging Your Beliefs About Setbacks

It’s human nature to want to avoid or deny hard times when they hit, but you don’t have to get stuck in a rut of negativity. Instead, you can use your setbacks as an opportunity to grow and develop.

One way to do this is by challenging your beliefs about setbacks. When faced with a challenge, it’s easy to label it as a “failure” and think about it in terms of what you didn’t achieve. But if you take a step back and look at the experience more objectively, you may find something of value in the lessons learned along the way.

For example:

Instead of seeing a setback as an ending point, view it as a springboard for taking further action.

Embrace the idea that becoming resilient is all about looking for solutions and questioning whether the setback was actually such a bad thing after all.

Change your perspective on failure by seeing it as an opportunity to learn and build on your current skillset or knowledge base.

Use your experiences – whether they are “successes” or “failures” – as stepping stones and create incremental changes that can lead you on to better things.

By challenging your beliefs around setbacks, you will be developing an essential life skill that will give you the resilience needed to continue pressing forward with your goals no matter what comes along!

Developing Strategies for Coping With Setbacks

One of the keys to developing resilience as a leader is understanding that setbacks and failures are inevitable. No matter how well you plan, sometimes things just don’t go your way. It’s OK—it’s part of the journey, and it’s how you choose to handle it that matters.

Here are some strategies for coping with a setback:

Acknowledge the failure or setback, but don’t get too hung up on it – take stock of what happened; reflect on what you learned and what could have been done differently; make an action plan for moving forward; and then focus on execution.

Reframe the situation – if something doesn’t work out, look at it as an opportunity to learn more about yourself and your goals, rather than simply a failure. This will help you stay focused on what needs to be done in order to move forward.

Prioritize self-care – when setbacks happen, it’s important to take time to process the situation and take care of your physical and mental health so that you can remain resilient throughout the process of rebuilding and continuing forward progress.

Reach out for help – don’t be afraid to ask for support from family, friends or mentors who can help provide perspective or resources needed for bouncing back from a setback.

Learning how to cope with obstacles and setbacks is an important part of developing resilience as a leader—learning not just how to survive them but how to become stronger from them is the key to success in the long run.

Modeling Resilience for Your Team

Being a leader isn’t just about dealing with your own struggles; it’s also about modeling resilience and strength to those that follow you. You need to be a role model, showing your team how to bounce back from setbacks.

If you’ve suffered a setback, how can you help lead by example and motivate your team? Here are some useful strategies:

Use humor

Humor can go a long way in helping people deal with difficult situations and find hope in failure. If you’re able to use humor as part of your response to setbacks, it will help lighten the mood and allow people to move forward with greater mental clarity.

Celebrate small victories

No matter how small the progress is, celebrating successes along the way will give everyone on the team something positive to focus on and remind them that there are still opportunities for growth amidst the setbacks.

Remain optimistic

The power of optimism is especially important during times of adversity when morale may be lowered across the board. Having an optimistic outlook can be contagious and often elevates everyone’s spirits as they try to tackle new challenges despite past failures.

Leading by example and modeling resilience is an essential part of being a successful leader—after all, if you don’t have the motivation yourself, who will? Keep pushing forward and maintain a positive attitude even when facing tough times—that’s true resilience.

Practices for Building and Sustaining Resilience as a Leader

Another key element for building resilience as a leader is cultivating practices that sustain resilience. This is important for any leader, because strategy and flexibility are needed to prevent an unexpected setback from derailing progress.

Here are some things that you can do to sustain your resilience as a leader:

Find support from family and friends: Support can come from many sources, including loved ones and trusted colleagues. It’s important to find people who can provide emotional support during difficult times.

Take breaks: Taking time off can make a big difference when it comes to staying resilient as a leader. Breaks help you step away from the intensity of the situation and regain clarity and focus on the tasks at hand.

Develop coping mechanisms: It’s normal to feel overwhelmed or frustrated when things don’t go your way — develop strategies for dealing with these feelings, such as deep breathing, yoga or even just taking a walk around the block to clear your head.

Be mindful of your wellbeing: Make sure that you’re taking care of yourself so that you’re in the best position possible to weather any storms that might come your way — eat healthy, get enough sleep and exercise regularly — this will help keep your mind and body in balance

It’s inevitable that you’ll hit setbacks as a leader, no matter how experienced or prepared you are. The key to succeeding is to find the right strategies to help you build resilience and stay focused on your goals.

Your resilience will be tested, but you can use strategies such as giving yourself space to process emotions, surrounding yourself with a supportive network, having a growth mindset and cultivating self-compassion to help rise above the issue and keep making progress. Remember that setbacks are never the end of the story—they’re just an obstacle to overcome on the journey of success.

Super employees maintain a positive influence

~ jordan ~ Leave a comment

The Chief HR officer (CHR) role in the company is a standalone function. The position does not have anyone directly reporting to her at the central or corporate level.

However, two HR managers are looking after the human resource operations of the three companies in the group. We also have a compensation and benefits function looking after the payroll of all employees.

Even though our CHR person does not have a direct line employee reporting to her, she still manages to get her assignments done. More so, if the work requires cooperation from other functions in the company. I was discerning her a few times as she took on new tasks.

She manages to get things done through others because she positively influences the people around her. It’s her influence on others. The following set of behaviors surfaces with her.

1. Humility. She is never rude or disrespectful when dealing with others.

2: Curious. She will ask questions about her assignment regardless of how it makes her look.

3. Inclusive. She makes sure that all relevant stakeholders are part of the discussion.

4. Helpful. When she notices someone struggling with an assignment, she is quick to lend a helping hand.

These are four simple behaviors I have noticed with our CHR that provide electricity for her magnet of influence in the company. She can get things done regardless of how big or small the challenge is.

How about you? How is your influence on your workmates? How strong is your influence in your organization?

Be kind to others

~ jordan ~ Leave a comment

How kindnesss changed my life.

I was sitting in front of my computer for an hour thinking about what to write. While I was staring at a blank screen, I got a message from a high-school classmate. That message gave me the seed to this article.

1985 was the year that changed my life. Jan 1985. two months before graduating from high school, my father left us. I did not know the reason then. Until the day he died a few years ago, I did not find out the reason. I would not want to ask my 75 year old mom about something that long been buried in memory.

A month after my dad leaves, my two brothers, mother, and I had to go separate ways to survive. My mom did not know how to apply for a job since she has been a housewife all her life. She went back to her parents home. My brothers and I started to look for work in our teen age years.

Primo, a classmate in Colegio San Agustin, where I attended school, asked me to go to the top floor of the Citibank building in Paseo de Roxas. He said that I should look for Atty Antonio V. Agcaoili. The senior partner of Agcaoili and Associates. Apparently, his dad works for the law firm. I took the bus the next day to the law firm.

I was asked to wait by a beautiful mestiza receptionist in the waiting area. I flipped through several old editions of Fortune magazines. After 30 minutes, I was led to the office of Atty Anva. The office smelled like cigarette smoke. It was a spacious office filled with picture frames.

Atty. Anva was a heavy smoker. My interview was just Atty Anva asking me what happened to my family. After a few minutes of sharing my personal story, he hires me. There was no job opening, but he hired me.

Atty. Anva then stepped our of his office for a few minutes. I can see him talking to his office manager. He comes back and says that I can photocopy documents for the eleven lawyers in the firm for the minimum wage of P1, 500 a month less government dues. On the side, I will also clean homes that they reposes on behalf of a Bank client. That will earn me an extra P100 for every home I clean with the company messengers and drivers.

The job may not be too glamorous or impressive. However, my photocopying job led me to other jobs, which landed me a computer programing job for FEBTC. The job in FEBTC landed me an IT Management job in Saudi Arabia. That IT Management job led me to other executive roles in the Bank with a career lasting 20 years. My last job was SVP for Strategy and Transformation before I decided to go back to the Philippines.

A few months after I came back, I went back to Atty Anva to thank him. I dropped by a wine store in Makati Avenue to get him a bottle of wine. It was his kindness that changed the course of my life. I was eagerly looking forward to seeing him again.

It was unfortunate that when I went up to his law firm, I found out he had passed away many years ago from lung cancer. His son sadly delivered the message.

However, his son said something interesting. When news of his dad’s passing away came out in the newspapers, hundreds of people dropped by their law firm to pay their respects to his dad. Hundreds of people, like me, were in gratitude to this remarkable man. Atty Anva touched the lives of hundreds of people even without the knowledge of his family.

What did we all have in common? What did Atty. Anva do that was so amazing? It was simple. He showed us a random act of kindness. He showed us the power of kindness. Kindness to a total stranger.

In today’s world, it’s easy to be sucked into selfishness. It’s effortless to cover your actions under the guise of a good cause. It is effortless to focus on our needs and ignore other people’s needs. It is effortless to justify our actions even if they are hurtful.

However, it was kindness that changed my life. It was kindness that changed the lives of hundreds of people touched by Atty. Anva.

Being kind to others is so powerful that it can change opinions and even lives. So, in this very challenging and sometimes painful pandemic, let us remember to be kind to one another.

Be kind no matter what.

A Wonderful Workplace

~ jordan ~ Leave a comment

Almost every day, I am reminded of how God has blessed me by placing me in PIMS. Cathy, the Executive Chair and owner, is such a great leader and person. She gives people the opportunity to grow. For her, having a family culture in the company is something that is taken very seriously. Family culture is at the core of everything we do.

Cathy reaches out personally and encourages her team members that are sick. She encourages them through scriptures that she shares. She makes it a point to check on them every day.

She would even go so far as to give struggling employees a second, third, fourth chance. In addition, she welcomes back former employees that have left her nest. In the last few months, I have witnessed great employees that left years ago come back to the company.

Cathy encourages leaders with Bible scriptures in group chats regularly. However, openly sharing scripture is not very common, especially coming from the highest executive in a company. Because of this example, other leaders openly share scripture in group gatherings and group chats. It is the norm rather than the exception.

The leadership team also lives this family culture. They are true servant leaders. There is not a single trace of arrogance in them. Everyone is treated fairly. Respect for each other is also the norm. The resulting performance in delivering the KPIs set by our clients is next to phenomenal. Commitments are executed on or before time. Productivity is very high.

People from different departments rally together to help solve an issue. Everyone is given equal opportunity to attend training. Development and succession planning is taken very seriously as well. The leadership team fully supports the execution of world-class frameworks, such as the 9box grid and balanced scorecards. It’s so supported that we rolled out the 9box grid in less than eight weeks for nearly 800 employees.

At the center of the culture-building is where I am seated. The function is aptly called the Corporate Management Office or CMO. I am genuinely grateful for the opportunity to help bring culture building, people development, preparing future leaders, automating processes, developing existing and new businesses to the next level.

Leading the shared services and business development is such a blessing. I am surrounded by a great team whose heart is to bring the group of companies to the next level.

This Tagalog term I recently heard resonated with me from a good friend of mine when I shared my experience with her – ‘Sana lahat.’ In English, this loosely translates to ‘I hope all companies are like yours.’

Let’s count our blessings instead of our challenges. Then, make a positive difference in our company.

A Family Culture in the workplace

~ jordan ~ Leave a comment

Several companies claim that their employees are their most significant assets. In addition, many companies claim that they have a family culture. However, what does a company centered on family culture look like?

Let me share with you how it looks like. 

  1. These companies will do everything to avoid laying off employees during the pandemic lockdown.
  2. They physically check on their employees when a calamity strikes. Their leaders call on employees that live around the area of a catastrophe. They check up on their employees to see how they are doing.
  3. They put learning and development at the center of their plans. 
  4. They systematically identify high potential employees, future leaders and put them on a leadership development track.
  5. They hold monthly get-togethers to inform their 1,400 employees what is happening in the companies. 
  6. The individual companies hold engaging townhalls on a consistently regular basis.
  7. The leadership openly shares leadership quotes and Biblical verses.
  8. They are courageous enough to have 360-degree appraisals.
  9. They are open to new ideas regardless of what level in the organization it is coming from.
  10. Anyone may politely provide an alternate view to any leader, and it is not taken personally.
  11. They emphasize the importance of work-life balance.
  12. They help employees put their children through a scholarship program.
  13. They provide scholarship programs to key employees.
  14. The leadership is truly a group of servant leaders. 
  15. Even after their impressive growth, the leadership is still open to new ideas and ways of doing things.
  16. The leadership is not afraid to challenge the status quo.

I can keep going on, but I hope that you get the point. Family culture helped catapult this company from a 30 employee workforce to a 1,400 strong organization.

Yes, actual companies out there walk the talk when it comes to having a family culture.

I want to honor these companies for genuinely recognizing the value of their people. So here, let us celebrate a particular company I used as an example. They have a strong family culture and core values of Respect, Integrity, Service, and Excellence. So may you continue to R.I.S.E. in the coming years. God bless you!