Transparent Talent Solutions

Not to brag, but... I have never left an employee on the side of a mountain or anywhere during a teambuilding event. I saw this article (attached) and I was appalled. First how does this even happen? And, how does this happen during a TEAMBUILDING event? I would say they failed in the bare minimum of their responsibilities. This is beyond "awkward" as someone quoted in the article would suggest. Though our coworkers might not be our friends we do have a basic responsibility to care about their wellbeing as human beings. Teambuilding isn't about just doing things together. A lot goes into planning a teambuilding event, starting with identifying what a group (or leadership) wants to get out of the experience. Please if you need help reach out, don't just create "forced fun-time" and call it teambuilding. Though this example is extreme, you can be hurting your team if you don't know what you are doing. https://lnkd.in/eE5KMbyx #teambuilding #bekind #askforhelp #HR #facilitator #events https://lnkd.in/e2cDdhDK

Khloe's Korner: Wise words from Simon Sinak, my all-time favorite speaker, "Great leadership isn't about being in charge....it about taking care of those in our charge." "Leadership is all about Human Skills" - Simon Sinak #GreatLeadersip #TakingCareofOthers #HumanSkills #StudyLeadership https://lnkd.in/gfS-S7cm

Khloe’s Korner: Think back, do you remember the worst boss you ever worked for? Why were they they worst? What did they do or not do? Now think of the best. Where they a boss or a leader? What were those characteristics that made them the best? Where they empathetic? Did they listen? Did they give you the space to learn and grow? Did they support your career aspirations? Did they remove barrier so you could exceed? Did they work with you instead of over you? Remember those great things you like about that person and emulate that as a manager. And look for those things in all your managers. I was fortunate enough to work for best manager early in my career. I always search for those same characteristics when seeking out a new job. Doesn’t always work, the bar is pretty high, but in the end I have been more often happier than not. Actually as I think back I have only been unhappy when the manager I chose to work for got removed and I was given a new manager. How you manage matters. It often is the key to good work environment, good mental health AND retention. #GreatManagers #Retention #DontSettleForLess #MentalHealth #Culture

Managers have a lot of responsibility in companies but unfortunately don’t always have the support, knowledge or time to do the job. Provide managers that knowledge and then give them the space to be amazing. Not everyone has the skills to manage but given them a chance (if they want it) by giving them the tools.

Khloe's Korner: Employee Hierarchy of Needs Jumping off last week's post about managers and company culture, I wanted to share my version of Maslow's Hierarchy of Needs. I call it the Employee Hierarchy of Needs (so unoriginal 😂). When you think about what employees want and need from the company they work for, the alignment to Maslow's work is clear. I am not trailblazing something new (many have created their own version). Bottomline: I want you to stop and think about what employees really want (hint: it isn't free drinks and snacks). If you want to attract or retain great talent you have to do more than pay them well or offer benefits. That is the bare minimum. The companies with strong cultures know the secret isn't money. Leaderships job is to take care of their people, and their people will take care of the company. Success comes with how you treat your employees and meet their needs. This comes in many forms but starts with a conversation and connection with you employees. #Communication #EmployeeHierarchyofNeeds #Maslow #MoreThanMoney #Recognition #Respect #Belonging #Connections #Development #Growth #EmployeeSuccess #AttractandRetain #GreatTalent https://lnkd.in/eE5KMbyx Note: Khloe needed a nap and as a great leader, I made that happen 😎

Khloe's Korner: Managers and Company Culture People don't leave companies they leave managers. People don't leave companies they leave cultures. Both are true. Managers and how they manage is often the product of the company culture. Managers need the tools to be able to build those relationships with their employees. These tools come in the form of training, opportunities and freedom. When managers are given these tools, they can provide their people with a sense of security through open communication. They can help build employees' confidence through feedback and recognition of success. They should be empowered to build a sense of belonging and cohesiveness on their teams. They can help their employees identify and realize their identification of success. That doesn't mean free snacks, gift cards, or even money. I know employees won't say no to a raise (most of the time), but that isn't what will make them stay in the long run. #EmployeeEngagement #EmployeeRetention #Culture #ManagerTraining #HumanResources For more information about training please reach out https://lnkd.in/eE5KMbyx

Khloe's Korner: I debated for a while if I wanted to share more personal information but, in the end, I think it is important to normalize the conversation. In recognition of Mental Health Awareness month, I am going to share some of my story. I grew up learning that emotions should be tucked away. So as a child I created what I now call Pandora's box. Every time something happened, and I wasn't to show emotions (children are seen and not heard), I would stick those feelings in a box. As I grew older it was second nature to avoid feeling deep feelings or standing up for myself, and I would just stick them in the box. This was a "successful" (NOT!) coping mechanism I used without any conscious thought. That is until I hit the perfect storm. My job was toxic, my marriage was heading for divorce, I lost my mum, my kids were struggling, and the list goes on. As a result, the box blew open and was broken. I no longer could tuck things away. To say I was overwhelmed is an understatement. Physically I was having all kinds of health problems. What I know now is that these emotions manifested into physical symptoms that the Doctors could not explain. For years, I struggled to figure out what was physically wrong with me. Until the day I listened to The Body Keeps Score by Bessel van der Kolk and I found myself relating to some of the things they were saying. As all good certified "WebMDs" out there, I talked to my Doctor and I suggested that maybe I had cPTSD. Long and the short, is I do. I sought out mental health professionals who helped a lot and I got a Service Dog (Khloe) who made all the difference in the world. This is a VERY abridged addition of the whole story. I don't want anyone thinking I took some pills and got a dog and everything was fine. The problems manifested over decades and the "remedy" took years. Even today things trigger me that I wasn't aware was a trigger but now I have healthy tools to use to address the problem head on instead of using Pandora's box (which now only holds HOPE). My path isn't everyone's path, but I want those who are struggling to know you are not alone and there is help. Please reach out to medical professionals and be your own advocate. Mental Health is just as important as Physical Health if not more so. Let's normalize mental health as part of overall health. Let's normalize the discussion and ask for help. #MentalHealth #MentalHealthAwareness #AskForHelp #YouAreNotAlone #cPTSD #ServiceDogs

Khloe's Korner: As life goes on and is crazy, I haven't posted as often as I wanted to. That said, I was recently listening to Eugene at DILAN Consulting Group talk about collaboration and it got me thinking about Teamwork. If you don't follow Dilan Consulting Group, you should, they have great nuggets of information, and their services are amazing. So back to Teamwork. It is such a critical skill that I find is not taught. Often times students or adults are dumped into a situation in which they need to work as a team, and they don't know how to even start. When I would with teams, I talk about the stages team development using Tuckman's work; Forming, Storming, Norming and Performing and Patrick Lencioni's 5 Dysfunction of a Team. There are things organizations can do to "fast track" these stages if they make a conscious effort. Forming: Get to know each other, do an activity. I like using Apples to Apples its fun, a little competitive but gets people talking and getting to know each other. But there are plenty of ways to get people more familiar with each other you don't need to use that one. Storming/Norming: It's going to happen but how long it last is important. Something I do with teams is create a team charter. This doesn't stop Storming but it can reduce it and push the team along to Norming by setting standards by which everyone agrees to work. Some groups I have gone as far as creating a contract of agreement. Performing: This is the final stage when the group is working together. They Trust, have Healthy Conflict, they are Committed and hold each other Accountable and lastly focused on Results (Patrick Lencioni). I am not saying do these simple things and you have a great high performing team. Teams are made up of people and we all interact and connect at different speeds. What I am saying is there are ways to jump start a team, so it is working together and Collaborating (go listen to Eugene) efficiently. (Yes, Khloe is judging you in this picture🤣 🤣 🤣)

Happy PRIDE month. Here at Transparent Talent Solutions we are an ally and a safe space. This isn’t something we are for this month, this is us. We have been part of the Safe Space Alliance almost from inception. Please if you need anything, even just to talk, reach out. #BeKind #PRIDE #LGBTQIA #SafeSpace #Ally

Khloe's Korner: We can learn a lot from a dog. They know when to be on and when to relax. They know when to be friendly and when to be guarded. I recently got a new service dog (meet Nova on the right) who I have been working with to address my specific needs. This is not an easy process for either of us. I had it really easy the last time with Khloe or maybe I just forgot how much work it is to train this "employee". 😁 I am not saying people are like dogs. I am saying, we as trainers, often forget what needs to be done to meet the trainee where they are at. Each person and each situation will be unique. What worked before may not work the next time. The same holds true for managers and managing others. As good managers, you need to understand your people so you can meet them where they are at. Some will need more help, explanations or practice than others. It does not take money to create a great working environment; to treat people right and make them want to stay. It takes time, attention and truly caring. #TakingTheTime #Caring #MeetThemWhereTheyAreAt #WeAreNotAllTheSame #GoodManagers #HumanResources #Training #LearningNewThings #ServiceDogs