So you work remotely now and have made adjustments to your new environment. You might also see that you can still be lonely and uninspired even with a house full of family members. You can find yourself distracted, and your professional life can grow stagnant.

LinkedIn and other social media platforms may (partially) fill the need for interaction with others while connecting physically with industry professionals are still somewhat limited. However, if a virtual setting is your only option right now, there's a way you can "rub shoulders" with people who are purposely growing and heading in the same direction as you. 

Join a professional group

As a business leader, it is wise to connect with peers from other organizations who operate in similar capacities. Why? They bring the perspective and energy you need, and you bring value to them, too.

In a group setting, you each have a role to play in the nurturing of one another. Those who intentionally interact with a community of like-minded professionals take on less stress and mental health issues. They don't "go it alone."

The power lies within

Joining a professional group allows you to receive valuable guidance, enhance your thoughts, broaden your knowledge base, and to work faster and more efficiently. If you find yourself stuck on a business decision, you can get past roadblocks because of someone else's experience in a similar situation. Sometimes you just need someone with which to bounce thoughts back and forth. 

Conversely, someone else in the group may have a question that you can answer. And you will experience a surge of satisfaction when you have helped someone else. You will see the value of your contributions. A room full of experience can lead to optimal success for those who make an effort to lean into all the group has to offer.

Other benefits of joining a community

Connecting with other professionals regularly and building relationships creates new energy in your working world. It breathes life into those stagnant areas, revitalizing and renewing your drive and growth.

Relationships play an essential role in your overall health and happiness. A psychiatrist and professor at Harvard Medical School, Robert Waldinger, states, "The surprising finding is that our relations and how happy we are in our relationships have a powerful influence on our health. Taking care of your body is important, but tending to your relationships is a form of self-care too." 

Below are more benefits you and other participants receive when you enter a focused group of like-minded professionals working towards similar goals.

• Combats loneliness and complacency

• Broadens skill set and problem-solving

• Enhances your personal/professional network

• Evokes inspiration and creativity

• Provides an additional means of motivation and support

• Offers opportunities to celebrate wins with others

• Creates a sense of belonging

• Drives personal/professional growth

• Introduces new ideas and resources

How to decide

Here are some general questions to ask yourself when seeking the right group for you: 

• What are the values, interests or goals on which you'll base your decision? 

• How often do you want to connect with a group? Daily? Weekly? 

• Do you want to join a local group that occasionally meets in person? 

• What can you offer to the group and what is it you hope to receive in return?

Let us offer one option

This fall, we’ll be launching a membership program called The Element™.  As part of this program, we will provide the opportunity for members to interact through an exclusive forum.  Our goal is to bring the community to you!  Watch Rising Sun's social media posts for updates or visit our website for more details.

With organizations attempting to resume normal practices, some leaders have the daunting task of choosing who will and won’t come back to work. Conversely, some of your best performers may be unable to rejoin the team for various reasons such as caring for children who can’t return to school on a regular basis.

Leaders are left to navigate through these tough circumstances, as well as figure out how to face employees who have their own concerns about returning to work. Emotions are running high. 

Amid discouragement and possible damage to existing relationships, you’re tasked with finding ways to increase morale and restore commitment. How do you recreate the level of engagement you enjoyed prior to the pandemic?

Be Transparent and Communicate Openly

At a time like this, employees need leaders who are authentic and communicate frequently and clearly. During times of uncertainty, sending messages that are vague, inconsistent, or based on assumptions will only increase employee concerns or fears.

Leaders who utilize face to face meetings (when possible) or video sessions as opposed to email are more likely to get their message across and drive the discussion.

Provide Opportunities for Input and Feedback

Give your employees a voice in which to share concerns, pose ideas, and offer suggestions. While not every idea or suggestion can be implemented, employees need to see that a forum to offer such insight exists and that discussions and contemplation are genuine.

Address Fear and Anxiety

Seek first to understand where people are emotionally before dealing with issues. Show empathy and care even if you cannot relate to what an employee might be experiencing. Do your best to suppress fear and anxiety with an optimistic tone. Encourage teammates to lean on one another for support. Show them it is ok to express emotion and that they work in an environment where it is safe to do so.

Provide Rationale

As you share information, give the “why” behind it.

• This decision was based on…

• The following changes are the result of…

• Due to X, your role will change slightly…

You are helping employees process and think through what happened and what steps the company must take as a result. If communicated properly, they will see that leadership looked at the available information, considered options, and ultimately made a decision they felt was best for the organization.

At Rising Sun Consultants, LLC, we strongly believe that a healthy organizational culture can provide much-needed stability during uncertain times – and that leaders not only play a critical role in the culture they create but represent one of the most visual and influential examples of it as well.

Sam made a beeline straight for his boss’s desk. Normally, he would start his day with the standard pleasantries and then slip off to his workstation, but today was different. Sam had an idea that awoke him suddenly the night before and kept him stirring until morning. He had organized his thoughts and was chomping at the bit to share them with his boss, Tina.

Anxious to go over every last detail, he spotted Tina walking back to her desk; cup of coffee in hand. Just as Sam started to utter his first couple words, Tina stopped him dead in his tracks. “Sam, I can’t talk now. I have a meeting in fifteen minutes and need to return several calls before I head over. Get with me later.”

Sam returned to his desk, determined not to let Tina’s dismissal steal his thunder. He’d follow the directive and seek her out later in the day.

After several failed attempts throughout the day, Sam was finally able to corner Tina as she was putting on her coat to leave. “Tina, I know you are on your way out, but we haven’t been able to connect all day and I have an idea that I really want to share with you.”

Sam continued. “I came up with what I think is a really unique way to market our services. It involves….” Once again, Tina interrupted. “Sam, it’s been a heck of a day. And besides, our marketing department is pretty selective when it comes to their practices. Why don’t you email me your idea and I’ll forward it to the department manager, but I wouldn’t get my hopes up.”

Sam urged Tina to just listen to the overall concept, but she told him she was pressed for time and reiterated her request for Sam to email her. Sam, dejected, just stood and watched as Tina left the office.

Every day, leaders find themselves in a position to have a significant impact on those they lead. That impact, however, can be either positive or negative. It can build up others through support and encouragement, or it can knock them down; deflating them via a lack of confidence, a lack of inspiration, or simply a lack of attention.

On several occasions, Tina had an opportunity to engage Sam by listening to him and asking him questions about his pitch. Sam was excited about an idea that, in his mind, had the potential to be a game-changer. He had processed through the concept and was in a position to have a real discussion to determine its merit. He merely wanted the chance.

But Tina spurned him. She offered excuses as to why she didn’t have the time to hear his idea. She denied him the opportunity to discuss its feasibility when she opted instead to have Sam email her the details. She even went as far as to imply that his idea had little chance of success based on her own notions about the marketing department’s usual strategies.

Dr. Donald Clifton said that we are either bucket fillers or bucket dippers. We can fill the buckets of others with kindness and consideration or drain them in ways that leave others feeling bad or rejected.

Leaders can use their power to create an energy that drives creativity, launches fruitful discussion and cultivates meaningful relationships. They can help teams reach new performance levels or an organization gets closer to realizing its vision.

Essentially, they can be leaders who care. Someone who listens. Someone who asks questions and shows interest. Someone who is equally concerned with helping others to be the best they can be, just as they are with fueling their own ambitions and success.

Yet sometimes, leaders can sap this same energy from a team or organization by putting their own needs first. When creativity or enthusiasm starts to fill the bucket, they quickly dump it out with things like selfishness, ignorance, and even sarcasm.

So which leader are you? The one who takes full advantage of the opportunities to engage and encourage so as to infuse your team with the energy it needs to thrive? Or the bucket dipper who allows such opportunities to pass you by; draining your team of the leadership lifeblood it so desperately craves?

“Wear your mask.” 

“Did that little Italian place on the corner re-open?”  

“If we keep our vacation plans, will we have to quarantine when we get back before returning to work?”

Choose your mindset

Amid all the chaos and anxiously awaiting what lies ahead, one thing is sure - the mindset we choose to bear can make the difference in the way you live and affect others.

Effective leaders can look ahead despite not being able to see what lies directly in front of them.

When followers are scrambling and filled with doubt, they need someone to calm their nerves and be optimistic. Leadership is about being that calming voice and ensuring others that this, too, shall pass. 

Sure.  When is the underlying question? Things are worsening, right? Numbers are trending higher?  

Don’t give in to despair

Living a shell-shocked or helpless life will ensure more stress and anxiety as you wait for answers to the unknown. You can choose to fuel the fire of negativity and despair - or right now, you can start thinking about how to improve your quality of life and those in which you interact. 

The world has thrown us enough lemons; it’s time to start making lemonade!

Like the great visionaries of past and present, it’s time to consider what’s possible in the midst of the impossible. 

Consider the impossible

Leadership is about being resilient, and sometimes even a little foolish. Right now, we should pause and think, not stop and wallow. Let’s think about others. Let’s think about reshaping the current “norm.”  

Creativity doesn’t have to stop. 

Kindness doesn’t have to wane. 

Be present

There are still opportunities every day to make an impact. You still have a voice behind that mask. And you can always be a presence, even if it’s a virtual one.  

Leadership is not about hoping better times are ahead; it’s about knowing they are. It’s about staying the course to come out on the other side with a fury. It’s about helping others to join you and more yet to join them.

The current times, while harsh and uncertain, needn’t kill our spirit. Instead, they can be used as a platform to lift ourselves even higher than where we sat just a few short months ago. It may not, and most likely won’t, be comfortable. But if we choose to agree that a better tomorrow lies ahead, we’ll be able to get through today with a smile on our face and wind in our sails.

Let’s choose to thrive and not simply survive!

So, when the world throws you another lemon, you can step on it in despair, throw it back in anger, or transform it into something to be shared and celebrated. 

Let’s make lemonade.

At Rising Sun Consultants, we believe personality, experience, and skill set all play a role in building resilience.

Yet, one changes slightly over time, but its essence remains the same. One can vary both in tenure and opportunity; the student must work to become the teacher. 

And one is like the proverbial tool belt: growing in quantity and, ideally, quality over time. Here is where we feel resilience can blossom the most.  

We’ve identified several skills that we feel can have a significant impact on resilience.

(Note: This is not an exhaustive list. Resilience has and continues to evolve. The skills you will need to become more resilient will too.)

For now, here are those we feel should be developed and practiced.

• Emotional Intelligence

  Understanding your emotional responses to various forms of adversity can put you in a better position to manage those emotions when rational thinking may allude you.

• Problem Solving

  As your ability to problem-solve improves and becomes more robust in nature and effectiveness, your resilience should also trend upward.

• Decision Making

  Making the actual decision can be the easy part. Gauging the decision afterward, accepting and working through its consequences, owning up to mistakes, and developing the wisdom and sound judgment to make better decisions in the future are the qualities that drive resilient leadership.

• Communication

  A natural tendency, when adversity strikes, is to say very little if anything at all. Resilient leaders provide a realistic yet calming tone. They know that adversity is temporary, and they work quickly to move the collective focus from problems to solutions.

• Feedback

  While important, even during the best of times, feedback becomes vital and necessary in times of adversity. Providing direction and encouragement are key when coaching employees through stressful times.

• Change Management

  Develop an appetite for change and try to embrace it. When you do, it makes adjusting to adverse conditions a little easier.

• Stress Management

  Resilient leaders understand the difference between things they can control and things that they cannot. They actively work to address or change the things they can, but never lose sight of the ramifications brought on by the things they can’t.

Evolution

Resilience has evolved from simply absorbing the hit when adversity strikes to placing equal or greater emphasis on early detection/prevention techniques. And then, once the dust has settled, to engaging in after-action reporting and lessons learned.

By identifying stressful events early and reflecting on lessons learned post mortem, your ability to both anticipate and adapt provides a multi-faceted approach to overcoming adversity as opposed to a simple, and often ineffective, reactive methodology.

Rely on Your Support System/Remember Your Role Models

Lean on other positive, resilient people. 

Research shows that creating and maintaining healthy relationships can be a powerful tool in overcoming adversity and building resilience.  

Additionally, remember your influences and the underlying principles you’ve used as a platform for prior success.

Do you have a favorite author who inspires you to be great? Maybe you quote other successful people. Channeling their thoughts and insights is another tool to help you become more resilient.

It takes a measure of humility to learn from others and emulate how they live(d).

Last, but Not Least

Stay positive! Adversity or stress is usually temporary; don’t let it define you or create some sense of permanence in your life or overall attitude.

How we can help

Let Rising Sun Consultants help your reassembled team get off to a great new start. Now is the time for optimism! Make the necessary changes and adjustments to point your team in the right direction for your organization’s future.

Call Jim Rowell for a free phone consultation at 717-512-8958 to find out how to prepare your team to move toward success.

Feedback between leaders and employees is essential in understanding the effectiveness of their interactions and their impact on others. Furthermore, feedback helps leaders to clarify objectives and reiterate the overall direction of the team.  

Recently, our team held a meeting to discuss several initiatives, as well as some differing opinions surrounding those initiatives. Given that our team has undergone some changes, it wasn’t abundantly clear how we would make certain decisions.  

Based on feedback from leadership, we set guidelines which we would use to make these decisions going forward; to use this protocol to alleviate any confusion or frustration when we offer strong opinions in the future.

Feedback can also be an important tool when gauging employee progress towards achieving goals. 

Employees rely on such insight to assure them that they are on the right track; if not, why not.  

Healthy organizations employ a forum that allows and encourages employees to share their concerns and suggestions for improving the culture.  

Organizations that were strong enough to ask for such feedback and humble enough to admit when and where they could improve have created cultures that allow communication to flow freely.

Building trust

Leaders can utilize even the smallest opportunities to say or share something positive. Those modest interactions show you care, build rapport, help to establish trust, and show genuine concern which doesn’t go unnoticed.  

While feedback sessions needn’t be hours-long discussions, it’s the deliberate, intentional, and consistent nature of them that provides value.

Quantity of feedback may originally outweigh quality at first. As you earn trust and feedback is viewed as a priority, quality should improve. The goal is to reach a point where you can hold the toughest conversations with relative ease, or the most critical feedback can be accepted with a gracious heart because the recipient knows it comes from a place of support.  

Throw out the compliment sandwich!

The compliment sandwich was at one time (and may still be amongst certain leaders) a suggested method of feedback where managers offered praise, followed by some form of criticism, and ending with another dose of appreciation. 

While the intent was to soften the blow of the criticism given its placement between two compliments, the praise is typically overlooked by the recipient, leaving them to focus on the critical part of the feedback. Additionally, as the criticism is the real reason for the input, the compliments tend to be generic or ambiguous.  

When you establish a rapport and feedback is a consistent part of a leader’s repertoire, it allows criticism to be offered and received with a higher degree of success. 

Striking the balance

Neither party should be nervous about the negative feedback. We all make mistakes. The culture you want to create is both challenging and supportive. A conscious leader will stretch employees, but also give them the support they need to reach their potential.

Leaders who challenge employees without also providing the necessary support create a stressful culture. 

Conversely, leaders who are overly supportive, but fail to hold employees accountable are just setting them up to fail because they may simply not want to hurt the employee’s feelings. Both extremes pose difficult workplace cultures.

To provide that push to allow employees to succeed while keeping them engaged and knowing you have their best interest at heart, you must strike a balance.

Balance = Challenge + Support (Encouragement) + Accountability

To find out more, visit our website at www.risingsunconsultants.com, or contact Jim at 717-512-8958.

There are soft skills and trades leaders need to hone in on or refine, especially now during this time of global unrest. Servant Leadership requires several characteristics that are much needed in our world today – especially empathy.

According to Jim Rowell, from Rising Sun Consultants, “Empathy is the ability to understand and appreciate another person’s perspective and experience, whether you agree or not, and give value to it.”

How do you show empathy, and how does it look?

How do you demonstrate it every day?

How does it benefit you as a leader?

What’s the difference?

Servant Leadership differs from Traditional Leadership in that it is service-oriented. It places others first. And empathy requires you to invest time and energy into your employees. It’s a call to acknowledge someone else’s journey without seeing it through the lens of your own experiences.

When an employee acts out of character, an empathetic leader says, “Tell me what’s going on and how I can help.”

A more traditional response might be to tell the employee to get their act together, leave them wounded with the whole burden on them, and not try to understand the situation from their perspective.

A servant leader will come alongside to care for the individual that’s having issues. They seek to understand first, and then together (showing empathy) work on a solution to the problem.

How do they feel?

Ask open-ended questions, and then listen. Avoid sharing your opinions and judgments of what they’re feeling and believing. You should try to ensure others feel validated in what they are sharing with you - don’t laugh or make light of what they’re saying.

Displaying empathy is paying attention. Most people can detect when the person they’re talking to is formulating what they want to say next while only half-listening to them. We’ve all done that. It takes practice and intentionality to develop the skill of fully concentrating on another. Check yourself the next time you talk with someone - are you listening?

One way to keep from losing your thoughts while someone else is speaking, and so you can fully pay attention, is to keep a pad of paper nearby to jot down a word or two. That way, you can talk about it when it’s your turn.

Can you wait?

You want to minimize how much you share about your experience as opposed to truly just finding out what another person’s reality is.

Instead of drawing up a bigger and better story than theirs (competing), hold your thoughts for another time. Right now, it’s about them. 

People know when you are listening and paying attention by the way you respond, the way you look at them, and the follow-up questions you have for them. 

Showing empathy, in this case, means putting yourself and the great things you’ve been through aside to spotlight someone else. All the details people share with you in conversation should be front and center, in your mind, as they finish their thoughts or stories.

Wrapping it up

Empathy is a term for giving your time and energy to listening to another’s perspectives and experiences. It’s about showing others you value and care about them. Developing your listening skills over time will result in better relationships with your employees and people in your personal life.

At this time in our world’s history, when people are nervous about the future, empathy can go a long way toward making sure people in your team feel cared for, and the sense that you have their backs both personally and professionally.

As America slowly breaks out of her cocoon, we do so hesitantly. Many of us are still afraid to socialize. Others are optimistic and ready to move on.

How should your organization prepare to reopen? There are two populations to address: your staff and your customers.

The Staff Prep

First, how will you prepare your staff for reopening? Will employees be ready and willing to return to work? How can your organization help employees with the logistics of returning to work?

Involve your staff by asking them questions, and begin the conversations now about projected reopening dates. Quickly send updates as there are changes; however, try not to leave the return date open-ended. It’s difficult living with that kind of uncertainty. Ask employees how they feel about going back to work.

What can you say to ease their fears about the cleanliness of the organization’s facility and areas in which they work? Has it been sanitized? Can you explain why it is safe to return to the environment? Is it cleaner than the big box stores everyone roams?

Who and What They’re Leaving Behind

Next, ask about their families and the realities of returning to work. What about childcare? Most of the recreational programs we’re used to sending our kids to during the summer may not be open.

Some may not want to leave their children with people they don’t know. They may decide they are the best caregivers for their children until they go back to school in the fall of 2020. What about their homeschooling regimen?

And, just a heads-up, some parents have decided they will be homeschooling their children from now on because the next school year remains uncertain.

What else may be a factor? Communication and preparation will be the key to a smoother transition back to work for everyone.

Will you bring employees back all at once or a few at a time? Would you be willing to have a flexible return date for each employee while they figure out how to leave their household?

Customer Experience

How will your staff conduct business differently to let customers know they’re safe? Is there a sign to tell customers which door to go in and where to exit?

Eye contact and conversation can help customers feel safe. Think through and prepare your staff to go the extra mile with customer service. Specifically, what will that look like when you reopen? How will it look different from before? Who will you station at the door to greet and welcome customers? Involving your staff in these discussions will make a world of difference in your organization’s transition and the attitude of the staff.

The Pandemic has pushed some of the most patient people past their limits. With this realization, how will you create a positive customer experience in your establishment?

The physical changes may still include guests wearing masks, extra surface cleaning, and limitations on how many people are allowed to enter at the same time. Will a staff member be highly visible at the door or spraying down bathroom sinks and credit card keypads after use?

Signs are useful to inform customers of the flow of traffic in and out of the building, whether masks are still mandatory inside, and what your policy is for social distancing. Keep customers updated on the latest local mandates and how they affect their shopping experience.

Leaders need to think through the emotional experience they want their customers to have. At a gym, people may overreact and become irate if a treadmill doesn’t get wiped down. Is your staff ready to handle blow-ups? How can you be proactive and limit being caught off-guard?

Don’t Wait

You can begin now to train employees to anticipate problems before they arise. Show them how to approach customers before an escalation occurs. Establish procedures so staff members can know what to do and expect from you. The work you put into preparation weeks before reopening will pay off for you, your staff, and - most importantly - your customers.

Case 1

Jesse doesn’t like the way Lisa makes the coffee too weak in the break room, so he makes it himself. In the process, he leaves coffee grounds all over the table and doesn’t clean the carafe at the end of the day. Lisa, being a neat freak, is stressed out because she wants the break room to be clean, but she was told not to worry about it.

Lisa goes to her coworker and vents, “What am I supposed to do? Jesse is driving me crazy with leaving things so messy in the break room. I can’t stand it, but I don’t know what to do about it. I’m not cleaning that up! I shouldn’t have to - he’s the one making the mess!”

Do you think Lisa went to her coworker to find a solution that will lead to unity in this scenario? What was she really doing?

GOSSIPING!

Some might say, “She just needed to vent.” But, she wasn’t looking for a way to make things better or restore unity (nor did she have the right attitude about the situation.)

Gossip is one of the key contributors to a breakdown of unity.

Case 2

[Jesse is still messy.]

Lisa goes to her coworker and says, “I need your opinion about how to handle something -- and I need to know if I’m overreacting. Someone is leaving the break room kind of a mess, and I need to figure out the best way to help without letting people off the hook. I mean, I understand - sometimes I leave something in the sink to clean up later, and I’m sure that’s annoying to others. I can do better with that. I’d like to see everyone do their part. Can you help me think of a good way to approach this person to talk about how we can work together to keep the break room clean?”

Did you see the venting? Yes, she’s still human. But it softened and became about how she, with the help of her coworker, could solve the overall issue. There's a difference between gossip and healthy thought-processing. In this scenario, Lisa admitted her own faults and sought to come up with a solution to the whole problem. 

SELF-REFLECTION AND HONESTY!

Lisa realized that the problem wasn’t just one person; it was a common issue in the office, and she realized that she was not currently part of a solution. She could start by asking herself if she models cleanliness.

How about you?

Instead of looking at how to handle people who rub you the wrong way, the best place to start is with “me.” In Leadership and Self Deception (Getting Out of the Box), by The Arbinger Institute, there’s one quote that has become embedded in my memory. 

“As far as I’m concerned, the problem is me.”

What do you mean, “the problem is me?” you might be asking. It’s a fair question.

It’s hard to admit that you may be any part of the problem. But by starting with you, it is easier to shift your thinking to where you can find a solution. As long as the total blame is on someone else, you will be hard-pressed to find ideas to initiate change.

Here’s why it’s so easy to blame others:

• It takes very little effort to tear down someone else

• “I don’t have to change myself; the other person does”

• It’s satisfying and more comfortable

• It’s easier to blame someone else

[This maintains a disconnection with others]

People are blind to their own issues and faults. As long as the problem is someone else’s fault, there will never be unity or a solution. There will always be something wrong at any given time because it’s in our nature to find fault with others and never look at ourselves.

Why it’s hard to blame yourself:

• You have to see yourself as having caused an issue or at minimum have a part in bringing restoration

• You have to work hard to get to the root of the problem

• You may have to admit faults to yourself and possibly to coworkers

• You have to swallow your pride

• You have to be open to correction

• You have to CHANGE!

[This maintains a connection with others]

You have a choice to make when faced with problems at work or in your personal life. If you adopt the idea that as far as you know, the problem is you, then you will be resolving issues faster. It doesn’t matter if other people are partially to blame. Blaming others, as you know, does not solve problems. Building and maintaining healthy relationships is not about assigning blame at all. It is about coming together to reach solutions, agreements.

With unity as your goal, you can concentrate on growing and improving yourself so you can deal with whatever disconnects happen and work on building a reconnect.

What will you do the next time you come face-to-face with an issue at work or home? The knee-jerk reaction is to blame someone else, but take ten seconds and a deep breath. Align your focus on which part of the problem you may have contributed. Then go to work, finding a way to solve it.

We can sum it up this way:

Desire for Restoration

PLUS Seeking to Understand Others

PLUS Candid Discussions

PLUS Hard Work on Your Part

EQUALS The Beginning of Unity

As we are bracing for the grand reopening of American businesses, there is a spectrum of emotions among workers preparing to return. Some are fearful while others were ready to return to work “last month.” Many have been laid off or let go. Maybe you are unsure of the future of your job. Have you thought about how your manager is going to approach you and your coworkers about the state of your workplace and how you’ll respond?

With the changing economy and employment landscape, emotions run high. Your behavior as an employee during this time matters. It’s easy to think only inwardly about your job, your family, and trying to navigate the next steps. “What about my job?” “Where can I find a new job if I lose the one I have?”

You might be tempted to take your emotions out on your manager, whether verbally or nonverbally. Or maybe gossip with coworkers about calamity coming down the pike. And keeping thoughts locked up in your head is just as bad as verbally lashing out.

Let’s take three steps back to look at some work-related realities your manager is facing and that you may not be thinking about. An employee’s perspective can be limited. Keep this in mind as we take a bird’s eye view of what your manager is likely going through.

Your manager

They know things you might not about the logistics and financial burdens occurring in your organization from the effects of Coronavirus.

Most leaders don’t want to lay off employees or fire 20 people. Most want employees and their families thriving and getting paid. They are concerned about the organization and your future.

And it’s not as simple as thinking, “They’re a big company. They have lots of money. Just keep all employees!”

Leaders are trying to juggle the burdens and forces at play during this unprecedented time. Your manager probably wants to be all about the employees’ well-being, but there are stakeholders, vendors, and competitors involved.

Stakeholders apply pressure because it’s their money the company is using, and they don’t want to invest when nobody is working.

Leaders have to live with the emotional toll and heartache of having to lay off 500 employees.

While workers struggle to make ends meet at this time, they don’t know the sleepless nights and hurt leaders may also be wrestling with. They know families will fight to stay afloat. And it’s just as hard for them as they think about all of you.

Be thoughtful

So do your boss a favor. Reach out to him or her - just as a person - and ask them how they’re doing. Find out what you might be able to do for them, whether work-related or personal. You may be the only employee to ask, and you will probably make their day.

On top of that, what can you do proactively to help ease work-related issues? Is there research you can do to further a project left unfinished? Can you initiate a virtual meeting with coworkers to figure out a way to solve a problem? How can you be a problem-solver or come up with solutions for your group? Can you think of ways to better your department’s processes?

Above all, remember that your leader is also a person with worries and stress. A little empathy their way might be appreciated. The next time you’re tempted to complain about what’s going on in your organization, stand in their shoes - and give your boss a break!

Were you prepared for such a time as this? Nobody has all the answers!

Some of you have needed to start working from home as a result of the COVID-19 quarantine. If so, this environment may be new to you. Some of you have been hybrid employees for a while (working from home part of the time.)

The challenges leaders are facing now are in staying connected with their departments, coworkers, and teams of coworkers. You used to meet in a huddle daily or weekly; now you need to see each others’ faces on your laptops, using Zoom or other modes of video communication.

You need to ramp up your communication and figure out how to keep employees engaged during this time of isolation when it’s easy to check out and let work slide. 

Employees

If you are an employee, who is suddenly in isolation with no supervision, you may be wondering how you will look to your supervisor. You may wonder what they are assuming about your productivity.

After all, he or she has new stresses now and may not be handling them well. How will that affect their relationship with you? If there is no foundation of a relationship, to begin with, you may fear what could come of this time apart.

In your case, be proactive with communication rather than shrinking. Your supervisor will appreciate how you are checking in with them. It will relieve their fear of the possible decline of productivity. 

The communication you have with your leader will build a relationship you may not have had in person.

Leaders

Leaders, how do you know if employees are still working at the same pace, amount of hours, or with the same level of engagement they had when face to face in the office? 

Do you know what challenges they are facing personally? How are you making the time and effort to communicate with each individual in your department? Do you know the right questions to ask?

If any of these issues resonate with you, Rising Sun Consultants can help. We understand the engagement challenges you face when things are normal.  And now that everything has been elevated, we all need each other all the more. 

Communication with team members and employee engagement is at an all-time critical point. It has never been more crucial to be on your A-Game. 

And it can’t be emphasized enough. During this time, there’s no such thing as over-communication with people. It has to ramp up just to stay on top of things. And everyone involved will appreciate the interaction. Check out this article on socially connecting.

For more information on how to stay connected and thrive as an organization during this unprecedented era, visit our Resources and website. 

Visit our blog for more helpful topics. And let us know what struggles you are facing and how we can help.  We are here for you and your organization.

Stay well, and be safe.

- Your Team at Rising Sun Consultants.

With COVID-19 upon us, most of us are experiencing a host of stress attacks, robbing us of sleep and peace. We need to apply measures of self-care for us and also care for others.

It is tempting to skip self-care because it takes time to do it. But if we allow ourselves to take the time necessary to be careful, it will pay off in the end. 

We’ll be healthier, and our immune systems will have the upper hand to fight off incoming viral attacks. Incorporating these five tips (or even just a couple of them) will significantly reduce your stress and help you to cope with being cooped up for a little while longer.

SET A ROUTINE

It’s easy to fall OUT of regular habits if you suddenly find yourself home rather than at your place of employment. You may be experiencing this right now. You don’t have to get up at 5 AM and can sleep until 9 AM if you feel like it. Or, if you are working from home and usually start at 8 AM, you can pretty much roll out of bed at 7:30 AM. It’s lovely, isn’t it? 

Enjoy it for a little while, but eventually, most of you will need to go back to work and resume those earlier hours. Keeping at least a modified version of your old schedule will help you, in the long run, to ease back into that transition.

Having a morning routine, especially if you are prone to waking up stressed, can reduce your anxiety. 

For example, something as simple as taking some deep breaths first thing when you wake up, meditating, having a cup of tea, and playing uplifting music can make you feel at ease first thing in the morning and start your day on a more positive note. 

Smile and say, out loud, “It’s going to be a great day!”

EAT RIGHT

Now that most of us are home, it’s easy to lift our foot off the gas. Some are relaxing on all fronts, including their eating habits. It’s common for people, when stuck at home, to throw nutrition out the door and gain a few unwanted pounds. Stress can make us overeat.

Combat stress in this area by eating right. This pandemic era we’re facing calls for the best nutritional habits we can muster. 

The grocery stores may have a shortage of paper products and hand sanitizer, but lucky for you, that’s not part of your diet. They have plenty of fruits, vegetables, nuts, eggs, salad greens, and other healthy foods available.

Start with a plan. Steam some veggies and put them in your refrigerator. Eat some apples and pears. Grill some turkey burgers. 

This confinement could turn out to be the fittest time, nutritionally, you have ever experienced. Combined with some home exercises, you could return to your place of employment a new person!

Giving your body needed nutrients will enable it to fight viruses and other bacteria-related illnesses.

SLEEP 7-9 HOURS

Studies repeatedly show the benefits of getting enough sleep. Science Daily reports how deep sleep can rewire the anxious brain.

“While a full night of slumber stabilizes emotions, a sleepless night can trigger up to 30 percent rise in anxiety levels, a new study suggests.”

If you have trouble catching Zzzzs at night, try staying away from screens at least an hour before bed. Read a good book or work on a crossword puzzle.

GET SOME FRESH AIR

Don’t underestimate a refreshing breath of outside air and some sun to boost your mood and clear the cobwebs. It releases stress and resets your day. 

Maybe you’re concentrating on work or indoor projects. No matter what you’re involved in, make sure to get out for a walk and some sunshine. 

Set alarms to remind yourself to step outside. I’m mainly talking to the introverts in the room.

NO NEWS BEFORE BED

I know the pandemic news is alluring (and alarming.) We watch the news on TV, laptops, or our phones. If others challenge us about how long we are watching the news, we justify ourselves by saying, “I have to know what’s going on in the world.” 

But do you know watching too much of the news is a major contributor to stress? How much of the press do you really need to know? 

I suggest we only need to know the facts and then turn the TV off. We don’t then need to hear all the opinions and reactions. It feeds fear and negativity in our minds and causes us to question our safety. 

If you watch hours of TV these days, especially before bed, you’re going to wind up paranoid of every little thing that we can’t control. You will go to sleep stressed and wake up stressed.

Take measures to tend to the things you can control (washing hands and staying home); don’t dwell on things you can’t control (issues the government is trying to fix or the buzz about how many confirmed cases are in your area.) It induces maximum stress.

IT’S A WRAP

Applying these methods to reduce stress will take some effort, patience, and intentionality on your part, but the effects will be well worth it.

Start tonight with a full night of sleep, and in the morning, take some deep breathes as soon as you wake up. Think about what you’re thankful for and meditate on positivity. 

Plan what you will eat every day. Get outside at least once, and move about your day in a routine you’ve devised, so you can keep stress levels down. 

Be careful not to binge-watch the news. Slow down and take the time to care for yourself, your family, and help others too. You’ll see a reduction in your stress level, leaving you feeling happier and rested.

Share with us what you do to stay grounded. Connect with us on social media and check out our Rising Sun Consultants YouTube videos.

Let’s not confuse the two.

Today, at least temporarily, we need to distance ourselves physically, but we should not be distancing ourselves socially or relationally.

Now is NOT the time to check out. We need to check IN – regularly – and show up. We are so fortunate to live in a modern age of technology that there are no excuses to be recluses! We take for granted that we can contact people whenever we have a thought to share.

The different ways we reach others often include:

• Telephone calls

• Conference calls

• Video calls

• Email

• Texting – using phone messaging, WhatsApp, and Facebook Messenger

• Social media

• Websites – for providing and attaining information

• Chat functions through websites & social media

• Marco Polo – video version of text messaging

Being intentional about using these modes of communication during this time is a discipline when it’s easier to cocoon and check out.

The following suggestions for your organization can boost engagement and productivity while you’re all waiting for things to get back to normal.

Hold a daily touch-base virtual meeting or conference call

During a time of considerable uncertainty, simply hearing the voice or seeing the face of a co-worker may help to re-instill a sense of normalcy and purpose (i.e., out of sight, out of mind).  

It’s a great way to start or end the day with a discussion on current projects, issues, and, most importantly, just to see how everybody is handling the current environment.

Checking in with clients

It’s a convenient time to let clients know how you are doing, but also to learn about the issues they are currently dealing with (and which may not be immediately apparent to the outside world).  

I don’t want to assume that working from home automatically represents a slowdown or shut- down, as it may be business as usual, albeit from home for many, but this may also be a time to discuss ideas as to how to enhance the relationship when everybody returns to the office.  

The shut-down could represent a much-needed reprieve for some and allow them more time to address tasks that might be given a lower priority when in the office.  

The next few suggestions play off that “why not now” mentality.

Procedure and Policy updates or annual revisions

Many times we say that policies and procedures are reviewed and updated annually, but often this isn’t the case. Much of the time, we view these as a lesser priority or something we’ll revisit when things “slow down.”  

Is it ever really slow? Maybe this is one of those times? While I don’t want to emphasize the mentality of doing this only when things are quiet, I’m stressing more so the intention of making the most of this time.  

Maybe the importance given to this exercise during current times ends up showing leaders that this practice is not to be overlooked and could represent a major difference between how a job is currently implemented and how it should or could be implemented.  

The exercise may also represent an opportunity for others to have a voice in the process and to present ideas for making current processes more efficient.

After-action reports

How many times do we move from one project to the other without ever talking about what went right or wrong, and what we can do differently with the next project?  

This seclusion may represent a time when we go back and look at recent projects to determine how we can get better at things like communication, working within a defined budget, using resources, beta testing, etc. I always saw these as a valuable but rarely used tool.

Idea swapping

Sometimes just by working (or even studying) in a different location, it can actually lead us to think differently as well.  

Maybe this is the first time many employees have worked from home, and the change of scenery has prompted said employees to think about things not typically contemplated in the office.  

Develop a forum or opportunity for these ideas to be shared.  

Conversely, for those who are home working close to numerous, restless individuals, understand that their creativity levels may be at their lowest right now.  

The person that usually has multiple ideas to contribute may be facing a creativity roadblock because they have left their comfort zone. If there is ever a time to extend grace, this may be it.

Hotel Impossible

If there is one thing people are doing while they are stuck at home, it’s watching TV. It might be time to jointly, but remotely, share in a program that illustrates or enforces values the organization holds near and dear.  

I can’t tell you how many times I think of that show (Hotel Impossible) I binge-watched now, Anthony’s approach to his people and his business, and the extremes that make the show so memorable.  

Maybe employees can use a particular show as a talking point during their daily touch base meeting/call. Perhaps they can use it to bring to light similar issues occurring within their own organization. 

I love storytelling, but sometimes when I can’t recall the exact story, and I need to emphasize my point, I look to TV and movies – Hollywood may have already said it best. If you have a penchant for books, you could substitute collectively (but again, remotely) reading the same book and discussing its lessons during the meeting or call.

Do more than “hang in there”

Be proactive. Use the technology to your advantage during this time. Checking in every day will keep a routine in place, promoting engagement and some sense of normalcy. Relationships can be strengthened by more interaction. When all the bans are lifted, we’ll all come back stronger and better than before.

We each have a “bucket of energy.” Let’s take 15 minutes to do some self-reflecting. Answer the questions below and see where you can learn more about yourself and where you can make healthy adjustments.

Question #1

When the alarm goes off, do you get up right away? Or do you hit the snooze button once, twice, or ten times? How does your answer tie in with what time you hit your pillow the night before?

We have a finite amount of energy. It is limited!

Question #2

Do you know what gives you energy and what takes energy away?

Jim Rowell, of Rising Sun Consultants LLC, explains, “Although I’m an introvert, I engage with people daily and speak at events. To reenergize, I need to be in a quiet place to reflect and process my thoughts. Others need to be around people to become energized. They need interactions, relationships, and conversations. They get energy from other people, activities, and hobbies.”

Every day, energy is being given and taken (back and forth). Here are some things that either give or take energy:

• Interactions with others

• Noises

• Lights

• Studying

• Strategizing

• Smells

• Physical activities

• Daily tasks/Errands

Question #3

Do you understand what draws energy in and out of you?

When more energy is depleted than deposited, you end up with a host of issues including being:

• Stressed

• Cranky

• Grumpy

• Short

• Testy

• Intolerant

• Overwhelmed

• Exhausted

A lot of it has more to do with energy than time. If we’re not aware of that, then you begin to behave and react out of those emotions that are generated. As the energy goes away, you lose the ability to manage your behavior.

When you have enough energy, what you have to say can be filtered so that, socially and professionally, you are easy to be around.

How did you do?

Did you find yourself in the FULL or DEPLETED category? How can you make adjustments so that your responses to people around you, whether verbal or expressive, can be grace-filled and kind?

Be sure to leave us a comment today and let us know what YOU do to reenergize.

With the holidays approaching, it's more important than ever to combat excess stress at work with improved eating, exercising, and sleeping habits. You do your best when the pressure is on. But there are some natural, healthy practices you can add to help relieve stress at work both for yourself and coworkers.

On the Offense

To have restful habits, you need to be on the offense. Some planning and determination will help turn these ideas into a calmer way of life for you at work.

I'm a self-proclaimed "Before Person." I coined that term as someone always ready for the next move, even if it's way ahead of time.  

I always have my keys in my hands before going outside to my car. In the wintertime, I won't freeze myself or others while they are waiting for me to open the doors. Do you find yourself holding your keys while walking to your car? Congratulations! Your friends and family love you for it. Most likely, you are a "Before Person."  

"Before" people are usually List-Makers. At work, having a list of tasks on paper, to take the place of the random thoughts swirling around in your head, reduces stress. There's no need to worry about forgetting to do something critical on any given day. Writing tasks down permits you to be calm and to think only about what you are working on right now.  

Often, you may think of something else to do while you're working. No problem! Add it (with a sigh of relief) to your list. Next, prioritize using asterisks, highlighting the essential duties of the day. Did I mention the endorphins that are released when you get to cross something OFF of your list?! Write yourself a clean, new agenda for the next day.

To reduce even more stress, tackle smaller projects first and then larger ones. It's incredible how many line items you can complete in just one hour. You will be rewarding yourself with fewer items left to accomplish for the next day. Way to be on top of things! Preparing a list as part of your workday will significantly lower your stress level.

Atmosphere

Concentrate on improving communication and relationships with coworkers; make someone's day by doing something beautiful for them. You will automatically create smiles around you at work.

Switch it up! Take a meeting to a nearby restaurant and turn it into a lunch and learn.

Consider keeping stress-fighting foods handy. A bowl of warm oatmeal, foods that contain Vitamin C (like oranges), and black tea are known to reduce stress. Eat slowly. Sip slowly.

Remove unnecessary clutter. Add some small succulents or poinsettias around your primary area of work where you can see them. They require little maintenance, and they will significantly lower stress at work and increase productivity.

Breathe! Set a reminder to stop and take some deep breaths with your eyes closed. Do some quick stretches and move on about your day.

Application

This holiday season, construct a list of tasks you need to complete and indicate the items you need to finish today. Consider inviting coworkers out to lunch for your next staff meeting to change the atmosphere. Do your best to create pleasing surroundings by clearing your workspace and adding some small plants. Remember, stress at work is inevitable. Take care of others and yourself -- and breathe!

If you'd like to discuss this topic more, please reach out to us at info@risingsunconsultants.com or find us on social media at Rising Sun Consultants.

© Rising Sun Consultants, 2019

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Advancing to a leadership role comes with more than a title change, it comes with the responsibility to guide your team towards success. In order to stay on track towards growth and success, you must possess good leadership skills. This means more than just assigning and reviewing tasks, but building relationships with your employees, and helping them grow and succeed as individuals. Keeping the idea in your head that you are more than just a manager of tasks, you are a leader of people, may help you start to think differently about your role and ways you can start to better lead your team.

As we mentioned, building those close bonds with your employees is essential. Having a strong connection with them is not only great for your work culture but results in better productivity for your company. Also, having that openness with your team will make them feel more comfortable coming to you for help or if they have a question, concern, etc. If you need some guidance on becoming a successful leader and building relationships with your team, try using these three tips:

1.)  Ask Questions

If we are interested in people and have the curiosity to know them better and how they are thinking and/or feeling, we need to ask them questions. Try asking your employees open-ended questions frequently. Their responses may give you a better understanding of how they might be feeling about a certain situation regarding work, or their answers may give you a better understanding of who they are as a person. Either way, asking questions often will put you on track to establishing those close relationships.

2.)  Listen More

When you are asking your employees questions, let them do most of the talking. It's important for you to listen more, and talk less when you are trying to build those important relationships. Instead of talking while they have the floor, respond with facial expressions and head nods so you acknowledge that you are listening and understanding them. Letting them take charge of the conversation demonstrates to them that you are a leader who cares and values them.

3.)  Tell Less

A lot of people often want to tell things rather than just acknowledge the other person talking or staying silent. Throughout the conversations you have with your employees, try to tell them less about you and your thoughts/opinions, and continue to ask questions that will help you better understand them. Try to focus on just your employees and not yourself during these conversations.

Keeping these three tips in mind, ask questions, listen more and tell less, will help you in your leadership role to earn the respect from your team. Taking the time to get to know your employees will keep you on track to growth and success personally and in your company. Be sure to keep in mind these leadership tips, but also the 10 Keys, specifically Keys 1, 2, and 10.

1.    Supporting Growth—Providing support for employees’ personal and professional development.

2.    Uniting Your Team—Building a culture of care and concern among and between employees.

10.  Realigning Your Efforts—Evaluating your own efforts to determine if they match your desired outcomes.

If you'd like to discuss this topic more, please reach out to us at info@risingsunconsultants.com or find us on social media at Rising Sun Consultants.

© Rising Sun Consultants, 2019

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Nothing sends a boost of confidence faster than the feeling of being appreciated. People generally begin a new position full of high hopes of excelling and making their mark in their new role. They want to fit in and impress their leaders and peers. As time goes on, if there is no feedback from either, they can start to wonder if they are doing well. It can induce insecurity.

Communicating along the way – not waiting until review time to let someone know how they are doing – can help avoid negative thoughts by team members. By practicing these FIVE STEPS, employees can retain their confidence and grow in a healthy environment. A perceptive leader will set the tone to make people feel more comfortable and stable.

Spend Time One on One

When people see that you are genuinely interested in them personally, and you set up regular one-on-one meetings with them, it creates a rapport. Team members are more likely to approach you with any difficulties they are facing in any aspect of their job, whether directly job-related or personal in nature. 

 People are more apt to confide more in-depth about an issue because they find you approachable. They may become comfortable enough to give more details about a problem which can help you and team members to devise solutions together. You can empower employees, helping to put out smaller fires before they become major concerns.

One-on-one meetings provide stability to employees as they try to navigate through their new position. They can grow faster through regular input from you and the more seasoned employees around them. This kind of investment produces less-stressed team players who feel valued, appreciated, and that you are on their side. 

Build Trust – Be a Good Listener

Everyone needs a listening ear. When you are a good listener during a one-on-one or group meeting, it builds trust with employees. You may be the only person to sit quietly that day and genuinely listen to an employee.

Offering to think through solutions with them shows that you care about their thoughts and the issue at hand. Not only is active listening good practice for you, but it may do something significant in the life of the employee. There can be spill-over effects that can positively influence their workday, thereby improving team morale. When you lead by that kind of example, you set the tone for the company culture as well as building trust. Imagine the positive ripple effect that would have on the company as a whole!

Assign a Special Project

Asking an employee to take on a project that highlights their talents often gives them the sense of purpose they long for. When employees are assigned tasks that best uses their abilities, they feel respected for their knowledge. They will take responsibility for it and do their best.

Other behaviors may improve, as well. If someone is habitually late coming in to work, it can mean they do not see their work as fulfilling. If they perceive it as meaningful, it gives them a sense of ownership, and they will want to dash in on time or early! 

Micromanaging someone and their project is a quick way to kill their momentum and their spirit. Instead, try to give positive feedback and helpful suggestions; it will be well-received, and the supervisor-employee relationship will positively grow.

FOOD!

No doubt, one quick way to make employees feel happy, valued, and appreciated is to bring in lunch – or donuts. Bringing in food is a great way to have some fun community time. It changes the atmosphere. It is a guaranteed way to break away from stress, even for an hour, and it is so appreciated. People feel special when you bring something in that breaks up their day.

Awards

Monthly/yearly team awards, contests, and challenges keep staff on their toes. It is fun for a team member to receive the employee of the month award. Friendly competition within the team can spark the feeling of being appreciated when employees receive recognition for their achievements. The whole group would strive for next month’s award if they didn’t receive it this time around.

Let’s Review

Leaving employees to wonder if they are doing a satisfactory job sends them down a path that leads to insecurity and doubt about their abilities. Conversely, when there is communication along the way, it minimizes stress.

When you show interest in individuals, you foster a relationship that will ultimately build up the employee as well as the company. Getting together one on one to focus on an individual and listen to their thoughts helps build trust.

Assigning someone a project communicates confidence in their abilities. The result can be an exciting, dramatic shift in the atmosphere of the company’s culture. Being occasionally rewarded with food or awards can cause some friendly competition, boost morale, and promote the feeling of being genuinely appreciated.

If you'd like to discuss this topic more, please reach out to us at info@risingsunconsultants.com or find us on social media at Rising Sun Consultants.

© Rising Sun Consultants, 2019

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Have you ever been in a situation where you asked a question and someone was rude to you for no apparent reason? If so, you are most likely feeling hurt from their condescending response. As a human being, no one likes to be treated as if they are incompetent for asking a question, especially if it is in your place of work.

If you have experienced a scenario like this in your personal life or the workplace, it can be tough to know how to deal with difficult people like this. Responding in situations like this is much easier said than done, especially if the person is a customer, co-worker or even a supervisor. You have to be careful how you go about confronting the person, and the confrontation could need to be handled differently depending on the individual. For this reason, we have come up with two different approaches to how you may want to address a difficult person.

Approach #1: Ask Questions

If you are dealing with someone who is a supervisor or customer, your approach may need to be a little more gentle. Start by asking open-ended questions that follow up to their difficult comments. Try asking them if there is something that you are missing, and let them know you sense something is off based off of the tone of their response.

Chances are, they may not even realize that they had a sarcastic tone, or if they did, you are now having an open conversation that can hopefully resolve the issue. Continue asking questions until you understand why they may have responded the way they did. Having this conversation can help to soften the situation. They may apologize, or you may say you're sorry and that you just wanted to make sure everything was okay.

“Seek first to understand, then to be understood.” – Stephen Covey

Approach #2: Be Direct

If the difficult person is someone such as a colleague, your dialogue may need to change to have this conversation. In this situation, it would make more sense to be direct. Ask them why they answered the way they did or if they are frustrated. Their answer to you will most likely be a simple “yes” or “no” response. Either they are frustrated with you and your question and can explain why, or they aren’t and can realize that they should have answered in a less aggressive and sarcastic way.

Whichever way they respond, let them know that you understand they are frustrated or angry, and it is making it difficult for you to understand and communicate with them.  Let them know you respect them as a professional and would appreciate better communication in the future. Be honest about how you are feeling and specific in what they said. Consider your relationship with the person, and if you feel comfortable going more in-depth, then do so.

Having confrontational conversations with people is never easy, but sometimes need to happen to keep these issues from progressing. Keep in mind for the future not only the two different approaches you may want to use when dealing with difficult people, but also the 10 Keys, specifically Keys 5, 6, and 8.

5.    Requiring Accountability—Upholding and reinforcing individual responsibility to the organization. 

6.    Valuing What You Believe—Linking employees’ actions/behaviors to organizational values—building a healthy culture.

8.    Sharing Continuously—Establishing open and honest two-way communication.

If you'd like to discuss this topic more, please reach out to us at info@risingsunconsultants.com or find us on social media at Rising Sun Consultants.

© Rising Sun Consultants, 2019

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Being a manager can sometimes be difficult in itself, but the role can become even more complicated when the employees who report to you are also your friends. More often than not, people who become their friend’s manager, are promoted into a higher position, and were previously colleagues of their now new employees. This change in hierarchy can leave both you and your friends feeling awkward, and may have you questioning how you are supposed to manage them.

If you are a person who was promoted to management in your current company, this is something that should be celebrated. You should not question taking the promotion because you will now be your friend’s supervisor. Try following these simple steps that will help you maintain your friendships, while still being an effective supervisor.

1. Have a Conversation with your Friends Upfront

   This new transition may have you feeling uncomfortable, but it will most likely make your friend’s uncomfortable as well. Clear the awkwardness in the air by having an upfront and open conversation about the new changes to come. Be honest about how you will be as their supervisor/leader, and set your expectations of them right away. Let them know that although changes are to come, that you do not think of them any differently and want to continue the friendship.

2. Avoid Picking Favorites

   In some situations, a friend becoming someone’s manager could lead them to believe their life will get easier, and they can get away with certain things at work. If you communicate with your friend(s) that you will favor them over the other employees, this is not effective leadership and will create numerous challenges for you. When you are having your upfront conversation, make sure that it is clear to your friend(s) that you will not pick favorites. You don’t want them going into the new transition with that mindset, and if they do, they may be taking advantage of your friendship.

3. Set Higher Expectations

   Because these employees are also your friends, you need to communicate with them that they are held at higher expectations for this reason. As your friends, they should want to help you be the best leader you can be. They should not be purposely trying to give you a hard time and make you look bad. Both you and your employees should be maintaining solid and effective communication with each other, to ensure these standards are being met. If everyone stays on track with their responsibilities, it will result in smooth sailing for both you and your friend(s).

This transition from a friend to supervisor isn’t easy, but with the right approach to this situation, it can make a world of difference. Try using the tips and tricks we mentioned when making the change to your new dual role as friend and manager, and also the 10 Keys, specifically keys 4,5, and 10.

4. Expecting Excellence—Setting high expectations for employees.

5. Requiring Accountability—Upholding and reinforcing individual responsibility to the organization.

10. Realigning Your Efforts—Evaluating your own efforts to determine if they match your desired outcomes.

If you'd like to discuss this topic more, please reach out to us at info@risingsunconsultants.com or find us on social media at Rising Sun Consultants.

© Rising Sun Consultants, 2019

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As an employee, one of the most uncomfortable feelings you can experience within your place of work can be caused from conflict or high drama. Walking into your job knowing that there is tension, tends to give some people that “knotted stomach” feeling. Having drama at work is bad for everyone. Employees don’t feel comfortable doing their job, and because of this there is a lack of productivity in the company. Every company can take precautions to avoid this type of situation.

The realistic truth about drama is that there are some individuals who thrive off of creating it. Whether those people are power hungry, or opinionated about something and want to get others to be on their side, etc., there are some people who are willing to stir up trouble at work no matter what. Although high drama at work is inevitable, we can set three goals: decrease the frequency, reduce the longevity and minimize the severity. Here are some thoughts on how to accomplish these three goals.

Setting Your Company’s Values

If you have yet to define what your company's core organizational values are, now would be a good time. If your employees have a set of standards to live by at work, they will be more likely to keep them in the forefront of their minds as they consider the challenges and frustrations they face. An example of a company’s values could be an acronym like the “Four C’s.” The Four C’s stand for Caring, Compassionate, Creativity and Collaborative. These four words can easily be adapted into an organization’s values. It is critical to provide behavioral examples of your company values so every employee has a clear picture of what they look like on a daily basis. The values and behaviors should be established right away when a new employee starts, that way their behavior can correlate with the values right off the bat.

Provide Regular Feedback

Giving your employees frequent feedback can not only help them to see how they are doing in their role, it can also help us address behaviors that lead to or are involved in drama. When providing the feedback, be straightforward about their performance in the company, and if they are doing something to cause negativity, address that problem so they work on fixing it. Set clear guidelines for your employees to follow, so they know how they are expected to act at their job.

Respect Your Employees

As a leader in your company, you expect to be respected, but why would an employee do this if respect is not reciprocated towards them? Always be respectful to your employees. This will show them that you care and appreciate them, and it will also provide them with an example of how we expect everyone to treat each other.

As you try to stop or minimize high drama from happening within your workplace, it is important to keep the 10 Keys in mind, specifically Keys 2, 4, and 5.

2. Uniting Your Team—Building a culture of care and concern among and between employees.

4. Expecting Excellence—Setting high expectations for employees.

5. Requiring Accountability—Upholding and reinforcing individual responsibility to the organization.

By setting your company’s values, giving frequent performance reviews, respecting your employees, and following the 10 Keys, it will be easier to keep drama out of your company. Reducing the conflicts at your company will create a more positive and peaceful place for everyone.

If you'd like to discuss this topic more, please reach out to us at info@risingsunconsultants.com or find us on social media at Rising Sun Consultants.

© Rising Sun Consultants, 2019

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