Elissa Shuck’s Post

RTO, remote, hybrid. There's lots of chatter about what people want. But there's something missing from the conversation. And it involves the people closest to the situation and responsible for the results: Middle Managers. Read this months edition of Middle Ground to learn how to ensure your team is showing up engaged and productive no matter where in the world they are sitting when they're doing their job. Always for you, Elissa #Leadership #RemoteTeams #HybridWorkplace

How I processed grief after a layoff and the demoralizing affect of being thrown under the bus by a toxic boss and how you can, too. You notice the feeling without judgement. You don't judge them (hard, I know). Most importantly you don't judge yourself by thinking about all the reasons you should be able to handle this, rise above and other... You're a human who feels stuff. But when you simply notice as a witness, the observer effect kicks in. The small act of observing has the power to redirect and open up space for feeling a little bit better. A little bit at a time. Moment by moment. Always for you, Elissa

During my career I was demoted once and laid off three times, including being let go from a company I co-founded. It absolutely feels horrible when it happens and the feelings of betrayal, confusion and doubt have a way of lingering. You start questioning the nature of reality. The last thing you want to hear is that something good will come out of it. But here's what anyone who has navigated setbacks will tell you (and I bet if you look for them, you've got stories, too)... The opportunities are out there. And yes, you must acknowledge the defeat that comes with losing a job. I even mourned the loss of a job I was ready to leave because my boss was toxic. But it's worth getting past indulging in what might have been so you can find and pursue your way forward. Without sounding to woo woo, when you're ready, the universe conspires to help you through conversations, chance meetings and inspired action 😊 Mourn the loss but don't stay there. Someone, some team, some company needs what only you can give. Always for you, Elissa

Ever been blindsided? Like thinking you're doing a great job but finding out that there's a different opinion floating around out there. It doesn't feel good and it erodes morale. Your team members feel the same way when they get surprised. But there's a way to make sure you don't do it to your team. It sounds a bit like a cliché, but the answer is FEEDBACK. The dictionary defines feedback as: "information about reactions to a product, a person's performance of a task, etc. which is used as a basis for improvement." But when you're leading a team, feedback isn't just about reactions and improvement. Feedback can (and should) also be proactive and elevating. Effective feedback means no surprises and it can do wonders for team morale—and performance. But it’s all about finding the right balance between the reactive and proactive. Here’s how to get it right :: 1) Be Specific with Praise Don’t just say “Good job.” Highlight exactly what went well and why it mattered. This reinforces positive behaviors. 2) Constructive Critique When giving constructive feedback, focus on the behavior, not the person. Offer suggestions on how they can improve. 3) Be Intentional Aim for a 3:1 ratio of positive to corrective feedback. This helps keep morale high while still addressing areas for growth. Why is this important? People want to know where they stand. When they're left guessing about how they're doing, they usually guess wrong. Commit to using specific, timely, feedback and watch your team’s confidence and performance rise in ways you never expected. Always for you, Elissa

It can be super hard to think of yourself in a new role or industry, especially if you've been in your current career path for a long while or feel like it's a unique niche. If you feel stuck, a good place to start is ChatGPT. Use this prompt: I'm a [job title, i.e. program manager] in the [industry, i.e. tech industry], what are my most transferable skills, experience and job functions? What other roles and industries would be easy for me to pivot to with these skills? Be specific. Include adjacent industries as well as some I might not typically consider, especially positions that are high demand and industries that are growing. You'll get LOTS of interesting ideas to break through the barriers in your mind that you're made for one thing. Get curious. Have a coffee with someone to talk it through and brainstorm. Then start looking up some of those roles and industries here on LinkedIn. Having helped hundreds of people in the last 4 years alone - I know without a doubt you have options. Always for you, Elissa

Workplace disruption seems to be the norm. RIF, RTO and shifts in priorities just to name a few. What is one of the biggest factors in keeping your team engaged and productive during tumultuous times? One word... TRUST Gallup reports :: >> employees who strongly agree that they trust the leadership of their company are 4.5 times MORE LIKELY to be engaged at work >> 62% LESS LIKELY to feel burned out at work That one thing, TRUST can make such a huge difference in morale and performance. How do you build more of it? Through effective, consistent and meaningful communication. You don't have to have all the answers to listen, help people feel heard and exemplify stability in difficult circumstances. In uncertain times, that's likely all you can give but the good news is that in most cases, it's all they need from you, too. Always for you, Elissa _______________ Module 2 of "Elevate Your Leadership Communication" inside Strategic Leadership Lab is all about how to build trust and credibility. Join today. Check out the comments to get access.

What do you do as a middle manager balancing uncertainty in the business with the needs of your team for answers? The environment may be full of uncertainty, but you as their manager can take on a coach mentality. First, be an example of clear thinking and stability. Next, allow space for open sharing and communication, even if you don't have the answers. The simple act of helping your team members feel heard is the beginning of alleviating the anxiety that accompanies uncertainty. From there you can keep everyone focused on what they can control, which is their own response, the quality of their work and commitment to each other. Uncertain times don't last, but people will remember how you brought them together in the midst of it. Always for you, Elissa