Creating a Strengths-Based Culture

To be successful, you need to play to your strengths, and the people in your organization need to play to their strengths as well.  All this as opposed to boosting your weaknesses because  of the traditional “weaknesses are  your biggest area of growth and opportunity” drivel that shows up in old-style employee evaluations. Your biggest area of growth and opportunity is really to focus and maximize your strengths. It’s about creating a strengths-based workplace, creating a strengths-based culture. When you do that, you create a winning culture because when you have that strengths-based workplace, it’s transformational. That type of culture
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Episode 165 – You have a voice

If there is anything this recent election has taught us is that we all have a voice.  It’s important that we stand up and share it. That isn’t only true in politics. It’s also true in your organization.  You have a voice. Are you taking advantage of opportunities to use it? Listen in as Dawn Shuler shares instances where people do – and do not – use their voice in their organizations. Special bonus:  a favorite scene from one of Dawn’s favorite movies, The King’s Speech.
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Episode 163 – Managing good people is easy

A couple of years ago, we were interviewing individual employees as part of our Company Climate Inventory with a client.  During this interview, I asked the gentleman about his strengths and gifts, especially with regard to managing others.  He said, “Managing good people is easy.” “What makes someone ‘good’?” I asked. “Not lazy,” was his response. Is that really all that it is?  Just someone doing their job, and therefore managing that person is effortless? No, it takes more than that.  Listen in as I go a little deeper into defining good managers and good employees. Other podcast episodes referenced: 
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Managing Working at Home with Children – Egad!

As many organizations continue to work remotely, and now many school districts are doing remote learning as well, the challenge of managing bodies at home, all with different needs, agendas, goals, and emotions, continues to grow. One of our corporate clients asked us to put together some techniques and tips they could share with their employees who have young children at home.  My husband and business partner Mark has a master’s in clinical psychology and had a private marriage and family therapy practice for 28 years.  I have certifications in English, business, and secondary education, as well as having run
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Episode 157 – We’re entering the 8th month of COVID-19…. what should you be asking your employees?

I mentioned back in March that here at The Shuler Group, we were halting all projects involving our proprietary Company Climate Inventory.  It just didn’t make sense in this time of turmoil to try to get a “normal” temperature reading of the climate at an organization.  Everything would have been skewed. Almost eight months later, though, it’s time to get that temperature reading, especially in terms of how organizations are supporting their remote workers, changing priorities, and setting themselves up for success.  Listen in as Dawn Shuler shares the 7 new questions they are adding to their standard Company Climate
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Episode 153 – How you do feedback right

In the last episode, I talked about how “volunteered” feedback needs to be invited.  However, there are times when feedback is an official process between manager and employee.  Listen in as I discuss how often and how to deliver the best feedback to produce the best results. Other podcast episodes mentioned:  Have you been invited to give feedback? and Are you an A, B, or C player?
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Episode 152 – Have you been invited to give feedback?

There is a difference between a formal process of feedback (for example, when a manager and employee meet weekly to discuss performance) and volunteered feedback. If feedback is not welcome, if you have not been invited to give said feedback, then your feedback may not be received well. So, how do you give feedback? And on the other side, how do you express your expectations clearly about what you’re looking for in terms of feedback (or not)? Other episodes referenced:  Feedback – what it really is
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Episode 151 – Having the hard conversations

There are all sorts of hard conversations we need to have at times: You aren’t doing enough. Your results aren’t good enough. What you’re doing offends others. No (in response to a request). You’re fired. None of those topics sounds like a fun conversation to have, so we tend to avoid them. Listen in as Dawn Shuler discusses the costs of not having those conversations, and how to actually have them with grace and a positive (for the most part) outcome. Other podcast episodes referenced:  Are you purpose-driven?, Forward motion, Standards and boundaries, Co-create
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Episode 149 – Empowerment does not mean perfection

As a manager, you’re expected to manage others, as well as do your own job.  If you’re responsible for an entire team or department, how do you make sure your staff delivers results? Do you micromanage? (No.)  If you empower people to do their jobs, what if they make mistakes? Other podcast episodes referenced:  Are you an A, B, or C player?, Right people in the right seats, and 10 traits of effective leaders
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