In 1500 words or less, each post will give you something you can use TODAY to build yourself, your people and your organization whether your organization is a "for-profit" or a "not-for-profit."
High performing teams are often desired by most organizations; however, it is remarkable how few of these organizations take the time to put all of the building blocks for success in place. Effective organizational dynamics and “how” teams function doesn’t happen by accident. Creating an inclusive and evolving “team charter” should be one of the first “building blocks” all organizations have on their “to do” list.
How do you stand out in a interview? How do you keep from being too nervous? How do you convince the interviewer you are the right person for their team? How do you not trip up? The answers to these questions and more will just take a few minutes …
I was inspired to write this because of a motorcycle at 6:30 on my one day to sleep in this week. After ranting for several minutes I decided to channel my energy into something positive. We all complain about what we don’t like … what if I wrote about all the things a good neighbour would and does do? This was the result, please feel free to add your comments and thoughts.
We notice the ramps, the braille on some washroom signs, we all sometimes use the power door options when we have large items to get through doors, but do we notice the places that aren’t accessible?
More than 20 years legislation became law that guaranteed accessibility standards for people who live with barriers and disabilities. The law promised action. It has been hit or miss, there have been some improvements, but not enough. We need to ask ourselves are we compliant or are we complicit? We also need to advocate and take action.
As a career advisor who works with people who live with barriers it is interesting reversing perspectives about social cues. Most people who live with barriers have to learn to adapt to social cues that are not intrinsic to them, what are you doing to recognize and accommodate their social cues?
This post is a brief introduction to social cues that could add understanding and appreciation to our daily interaction with people who experience barriers. The more we support diversity, equity, and inclusiveness; the more opportunities for growth we all have.
After a lifetime working in the “for-profit” sector, I unexpectedly took a left turn into the “non-profit” world on a 6-month contract five years ago.
I thought I knew what to expect, and I could not have been more wrong.
First, as a volunteer, then as a contract employee, my learning curve was steep, not only because we were at the height of the pandemic but because I was starting and learning a new job remotely. Fortunately, I was given the opportunity to grow and the freedom to try new ideas, to collaborate, and many of my former life skills were directly transferrable to this new world.
Through my coworkers, and at more than 50 food organizations and 300+ volunteers, I learned more about the community that I worked and lived in just a few months than what I thought I had learned in more than thirty years in the “for-profit” world.
This week I was asked, “What can you do, you are only one person?” Perhaps I am naive, perhaps I am too optimistic, I know I am tenacious, occasionally bordering on relentless; however, I do believe one person can make a difference … especially to someone who feels “stuck;” they feel they can’t go backward, they can’t backward, and they can’t stay where they are. More useful than mere words, this is how I believe, me, you, and anyone can make a difference to help unstick someone who is stuck.
Have you ever tried to get into a building but couldn’t open the door? Have you ever needed immediate assistance only to be told you will have to go on a waiting list for six months or more? Have you ever wanted a job but didn’t get it knowing that you were not considered, not because you couldn’t do the job, but because of someone’s bias you weren’t given a chance?
In Canada everyone has the right to employment, but it is far from a “level playing field;” people who live with barriers, including disabilities have to work harder to achieve their wins, they often lose, occasionally tie, and have to find ways to make progress and achieve a measure of victory.
In this, part 2 of 2, I hope to illuminate more of the barriers, the challenges, and to help dispel the myths and biases to help people who live with barriers and disabilities to achieve their employment goals.
We need your awareness and your commitment to diversity, equity, and inclusiveness.
Finding a new job for anyone can be very difficult. We all face barriers to employment, living in a small or medium-sized community can add some surprising additional barriers. People in this situation, need our help, they need my help and they need your help. Lend me five minutes of your time for a brief introduction to learning about the barriers and what we can do to overcome them.
What is leadership? Does it come automatically when you are a supervisor or a manager? Or is it the cumulative effect of dozens of small actions that sometimes seem invisible unless you are looking for them? Someone who is a manager or supervisor doesn’t automatically become a leader, especially not a servant leader; although anyone who is a servant leader would always make a great supervisor or manager.