Ultimately, the work of self-care happens individually from the inside out. However, caring professionals are more likely to have time and space to attend to their own self care when they work in organizations fluent in the Eight Dimensions of Wellness.
This piece is for white caring professionals and white leaders of caring organizations who do not experience systemic racism, and for their BIPOC colleagues whose advocacy is routinely unheard.
“I have the vision for how I want this to work in my mind. I just can’t seem to explain the next steps in ways that make sense to anyone but me.”
Clarity is often a key theme in my coaching sessions with leaders and leadership teams. From their perspective, what they want their organization to achieve is compelling and connects directly to their values. Yet, the path forward is complex and involves each aspect of the organization differently.
Be prepared to explain almost anything at your next meeting with these three communication strategies.
This article is for leaders of caring organizations who work hard to take care of their people. The words and action steps below reflect perspectives and experiences of caring professionals who have generously and kindly shared with me what they have learned about self-care.
While OKRs won’t work unless they’re written down, the process of documenting OKRs can be a powerful opportunity for collaboration and learning. In my experience, the process of writing OKRs is a critical opportunity for leaders to expand the breadth and depth of what their organization can offer those they serve.
If, by helping my partner schools approach student discipline through a PBIS framework, I was creating a system where a small group of people established behavioral expectations without involving the entire school community and without centralizing the voices of students and families of color, then there was no way that I could say with integrity that the values I was helping schools teach and enforce school-wide at all represented the value system to which every student subscribe
Do you believe that anyone has the right to take away even a minute of any human being’s life? The question may seem exaggerated, but if you are a leader with the power to require people to spend time with you, you have a tremendous responsibility to ensure that whenever you are requiring the presence of human beings that each minute is about living your organization’s values out loud.
As caring professionals we have outcomes set by others and goals we set for ourselves. Understandably, we want to see some visible evidence that what we are doing matters. However, while working towards goals is important—individually, as a team, and as an organization—what probably matters more are all the small actions, micromoves, we take to make the larger outcome possible.
Those who lead organizations of caring professionals right now will need to ask our staff and those we serve to be flexible. Every aspect of our work will happen differently for a while, and leaders are right to communicate this truth. However, leaders can sometimes ask employees to “be flexible” when they really mean something else. Here are three examples along with some helpful tools for you and your team.