STAND N STRIDE FOUNDATION’s Post

The other day I was watching a re-run of a show where two groups were set out in the wilderness and given the task to survive on their own. Both groups were given equal resources to succeed. Only one of the two groups was able to build shelter and find food and produce clothing that kept them alive and well. I learned a few things from that successful group that might help me in my future in dealing with safety in the workplace: 1.     The group that succeeded was working toward a common goal (to survive). 2.     The targets were simple and clearly stated (Food, shelter, clothing) 3.     Everyone worked together as a team. 4.     They knew that what they were doing was important. 5.     They were able to adapt to changing conditions. 6.     They were motivated. What do you think?

Do you struggle to juggle? If you're a new manager, you will have realised that you now have 2 distinct roles: ⭐ You are leading and managing a team ⭐ You still have some own operational workload Most new managers in charities have to balance these managerial and non-managerial responsibilities, because they will rarely just be a manager. So how do you get the balance right between your own priorites, deadlines & tasks workload AND your new managerial responsibilities? You are being pulled in two different directions and often the urgent will take precedence over the important, particularly when other people are making demands on your time! You will need to develop organisational skills, time management skills and a strong ability to manage stress, which help you to balance your new levels of responsibility and ensure you maintain effectiveness in both aspects of your career. So, to help you with this, I want to post some time management tips. And as I love an illiteration, I'm going to do Time Managment Tuesdays. I will post the first one later today, then watch out for more tips on Tuesdays

Our bosses ask why good workers leave there job because it involves respect and value the team you have also make them feel welcome to work don't treat them if they don't have value remember a team doesn't act correctly with a good leader who listens and work as a team also take feed backs how we can improve as a team not a one person show everyone has a talent help them how to improve and contribute to the team when a boss know when they are wrong on something be professional don't take it on your team remember all of us makes mistakes no one is perfect the mistakes we do teach us how to be better as a team remember we have to be humble and grateful for the lesson that we learn on the way how to be better and succeed those goals

One way to show compassion and appreciation to your team genuinely is to take the time to acknowledge their hard work and dedication. them know that their efforts are noticed and valued, and express gratitude for their contributions. Additionally, find ways to support and empower them, whether it's through providing resources, creating opportunities for growth, or simply being there to listen and offer guidance. Creating a positive work environment where team members feel and supported can go a long way in boosting morale and productivity. When employees feel valued and respected, they are more likely to be motivated and engaged in their work. This can lead better collaboration, increased job satisfaction, and ultimately, results for the team as a whole. By fostering a culture of compassion and appreciation, you can create a happy work environment that encourages good results. Take the time to show your team that you care about their well-being and success, and watch as their enthusiasm and dedication to their work grows. In the end, a happy and appreciated team is a successful team. happiest birthday to Bangani

My views on work experience outcome A well-maintained balanced temperament in teamwork leads to a successful story of the fitness of a long-lasting team. Appreciating team members for their sincere effort and contribution helps to energize the participants. Time-oriented practice and instant response to find the solution to a problem will enhance the quality of skill. Reliability should be based on the verification of the activity of each participant. Always new skills are welcome to grow the team spirit. work spirit among co-workers increase the quality and quantity of production. In the field of education department teacher teacher-student relationship makes the whole teaching-learning process strong and healthy. A try error method in any field may consume time but I feel every moment we learn will keep its purpose in the future. 

I run the company with my brother. (this has advantages & disadvantages) My brother and I have been working together in various corporate constellations for 15 years. But since 2018: We run the company together. The transition from a large team of 150 colleagues... ...to an office where only the two of us work has taken our sibling dynamic to a whole new level. 😉 It brings both challenges and enriching experiences. Our different perspectives & strengths complement each other perfectly and enable us to develop creative solutions and continuously develop our company. Of course, there are also occasional disagreements. But we value the open exchange and the ability to pull together to achieve our corporate goals. Most important: We know that we can rely on each other 100%. And that we both have the same goals. Do you also work with a family member? What experiences have you had when work and private life mix? PS: This cute dog is Charlie, everyone's favorite at Zrinski solution

I am always reminded of how much I love my team. This morning was no different – a message that wasn’t just about a task or project but about us as people, as individuals who support each other beyond the workspace. This isn’t just about working together; it’s about understanding each other, embracing our unique stories, and creating a space where everyone feels valued and included. Small gestures like these go a long way. At Psych Connect, we believe that a team should be more than just colleagues. It should be a community, a support system, a place where you can share your victories and challenges openly. The strength of our team is built not only on shared goals but on trust, compassion, and a genuine interest in each other's well-being. It’s this foundation that enables us to show up every day with a sense of purpose and resilience. I am beyond grateful for a team that goes beyond the “9-to-5” mindset – one that cares, laughs, and grows together. Here’s to building more than just success; here’s to building a bond that lasts.

The balance between perfection and ignorance is far more important than anything. Building a great team requires the following: 1. Strong bonds. 2. Overlooking mistakes. 3. Adaptive guidance (dont overteach but teach them how to do things and let them find their way to achieve it) 4. Balance between life and work. 5. Having your team back even when they make a mistake. 6. Learning that any mistake can be solved. 7. Its best to keep an employee who made a mistake over an employee who didn’t, since a new employee wouldn’t put an end to the mistake loop from happening again. 8. take care of your employee personal life and he will give you his life for you. 9. Build a trust and strategy. 10. Dedicate employees to a certain routine (/runtime) and build upon it until they become experts. After all you’re building a lifestyle in your corporate, the better the lifestyle the better their productivity becomes.

So true ... Isn't it .. 🙂🙃 Everybody deserves to experience that 'Family' feeling.. Managers should foster this within the teams as they are the 'Pillars' who have the power to shape success or failure of their team members. They must earn & built trust , identity their strengths/ weakness, groom them & ensure everyone feels valued... Therefore, ensuring the 'Pillars' are capable & posses strong aptitude & attitude values. By fostering a positive environment, upholding strong ethical standards managers can drive both individual & organizational growth.., followed by the proper process, policies, governance in place.. It's about having a smart management team that can navigate challenges and inspire excellence..

This. Usually, 'family' refers to one of two situations in an organization: 1. Leaders aren't getting their family needs met outside of work, and so conscript their employees. 2. Leaders are narcissists who derive their value from the number of sycophants they have around them. These reasons also apply to the Return To Office (#RTO) mania that we see emerging.