Workplace Archives - Amanda Bernardo

Tips for self-advocacy in the workplace

admin — Sun, 11 Feb 2024 21:52:37 +0000

Throughout my career, I’ve learned the importance of self-advocacy – the ability to express one’s interests, needs, and concerns in a way that promotes personal well-being and professional growth. At the same time, I’ve learned how to do the same for others by listening to their interests, needs and concerns to advocate on their behalf. Something I prioritize for all my team members.

But what does self-advocacy look like in the workplace?

In a professional context, self-advocacy can include articulating your achievements, skills, and goals to advance your career, seek opportunities, and ensure that your contributions are recognized. It’s about being proactive in communicating your value and actively participating in decisions that impact your professional life.

Effective self-advocacy requires confidence, clear communication skills, and an understanding of one’s own strengths and aspirations. But it’s important to note, self-advocacy is not just about personal gain. As leaders, by advocating for others and encouraging them to simultaneously advocate for themselves, this fosters a culture of empowerment within the workplace that extends beyond voices promoting career growth but those that are also comfortable in speaking out about more challenging topics or concerns.

While the benefits to self-advocacy are clear, there can also be challenges with self-advocacy. Overcoming the fear to speak up; being perceived as boastful or self-centered; or simply having access to the right people to support you can all be daunting. Additionally, navigating workplace dynamics and ensuring your message aligns with organizational goals requires finesse. However, embracing these challenges is a crucial step towards personal and professional growth.

So here are some tips when you’re faced with the need to self-advocate for yourself:

1. Know your value: Understand your strengths, achievements, and unique contributions. This forms the foundation of your self-advocacy strategy.

2. Develop clear communication: Craft a concise and compelling narrative about your skills and accomplishments. Tailor your message to resonate with different audiences, from colleagues to superiors.

3. Seek feedback: Actively seek feedback on your performance. Constructive criticism provides valuable insights and helps refine your self-advocacy approach.

4. Build a support network: Cultivate relationships with mentors, sponsors, and colleagues who can vouch for your capabilities and support you in navigating these conversations.

5. Set strategic goals: Clearly define your career goals and articulate how your contributions align with organizational objectives. This strategic alignment strengthens your case for advancement.

6. Embrace discomfort: Growth often lies outside our comfort zones. Embrace the discomfort associated with self-advocacy, recognizing it as a catalyst for professional development and an important opportunity to be heard.

Remember, self-advocacy is not about arrogance; it’s about confidently sharing your value. By mastering this skill, you not only can propel your career forward but also contribute to a workplace culture that values individual growth and collective success.

This can take courage.

You may not always have the support, nor feel comfortable sharing your story, but regrettably … sometimes if you don’t advocate for yourself, there won’t always be someone who can or will.

You got this.

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Enabling adoption through change management and service design

admin — Thu, 25 Jan 2024 02:25:00 +0000

The use of technology to enable hashtag hybrid work is often top of mind for many organizations.

While not the sole solution, technology for many forms the backbone of a hybrid work model. From communication platforms to project management tools, organizations must invest in and adopt technologies that align with the principles of flexibility, accessibility, and collaboration. The integration of artificial intelligence and automation can further streamline processes, allowing employees to focus on more complex, value-added tasks. Not to mention the cybersecurity measures that become paramount as hybrid models introduce new challenges in securing a dispersed workforce.

But while technology may be part of the solution, people and the ways in which we plan, procure, and implement these technologies is paramount. This is where change management and service design can ensure enablement success for both adoption and sustainability long-term.

Change management can play a pivotal role in improving technology adoption by addressing the human element in the process of technological integration. When introducing new technologies in the workplace, employees may face resistance or hesitation due to fear of the unknown, disruptions to established routines, or concerns about their skill adequacy. Effective change management strategies involve clear communication, training programs, and support mechanisms to alleviate these concerns. By fostering a culture of openness, understanding, and empowerment, change management enables employees to embrace the benefits of new technologies more readily.

Service design can equally have a positive impact on enabling technology as it focuses on optimizing the overall user experience. Through careful consideration of how employees interact with the technology at various touchpoints, service design ensures that the introduction of new tools is seamless and user-friendly. It involves mapping out user journeys, identifying pain points, and tailoring the implementation process to align with the unique needs of the workforce. By incorporating user feedback and preferences, service design helps in crafting intuitive interfaces.

Change management and service design therefore not only accelerate the adoption process but also contribute to a positive and collaborative work environment, ultimately enhancing the overall success of technological initiatives within an organization. The future of work needs to then be an intricate interplay between technology, change management, and service design.

Organizations that recognize the importance of this triad and invest in a holistic approach will be better positioned to navigate the complexities of the hybrid work landscape.

A big thanks to Public Sector Network for a great discussion today on this very topic that allowed for some great reflection on hybrid work and the role technological enablement will play in its success.

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It’s okay to take a break

admin — Mon, 10 Jul 2023 18:01:00 +0000

Breaks are not a luxury, they are essential.

Let me repeat that.

Taking breaks is essential for both our productivity and overall well-being. Work breaks play a crucial role in supporting mental health by reducing stress levels, enhancing focus and concentration, fostering creativity and problem-solving, aiding in emotional regulation, and promoting a healthier work-life balance.

These breaks provide opportunities for the mind to rest and recharge, leading to increased focus, improved concentration, and enhanced productivity. Additionally, breaks offer space for divergent thinking, sparking creativity and innovative problem-solving. They also help regulate emotions, prevent mental fatigue, and create a healthier work-life balance by prioritizing self-care and personal activities.

Embracing work breaks is a necessary practice for maintaining good mental health and acknowledging the importance of overall well-being. And yet, as much as remote work offers the flexibility to take such breaks … many of us still fail to take them. We need to break this habit … especially those in positions of leadership.

Executives are especially known for not taking breaks due to the high-pressure nature of their roles, heavy workloads, perceived expectations, fear of falling behind, and the difficulty in disconnecting from work. The demanding nature of executive positions can create a mindset that views breaks as a luxury they cannot afford, leading them to prioritize work over personal well-being.

But we must set the right example.

Encouraging a culture that values and supports breaks can contribute to the overall well-being and success of not only ourselves, but our teams and organizations too.

Remember, your mental health matters, so make time for those essential breaks! When you do, you set the example for your team members to do the same.

So, today, I encourage you to take that walk, enjoy a cup of tea, or simply close your eyes and breathe … on your break.

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Tips to regain momentum post-vacation

admin — Fri, 07 Jul 2023 18:06:00 +0000

Returning from time off can sometimes feel overwhelming, but fear not, we can quickly regain momentum and reduce those Sunday scaries.

Here are just a few ways you can get organized and back on track:

1️⃣ Dive into your inbox and respond to urgent emails and messages first. Prioritize based on importance and time sensitivity.

2️⃣ Review your to-do list and assess the tasks that need immediate attention. Identify any urgent deadlines or new priorities that may have arisen during your absence. Update and reprioritize your tasks accordingly.

3️⃣ Reconnect with your team members and key stakeholders to get up to speed on any critical updates, projects, or changes that occurred during your time away. This is where effective briefing is extremely important for both your team and for you as a leader.

4️⃣ Set aside time to plan your schedule for the upcoming days and weeks. Block out time for essential tasks, meetings, and follow-ups. Having a well-structured schedule will help you stay focused and efficient – my calendar on leave or not always plays a big role in keeping me organized!

5️⃣ Re-establish your work routine and rituals that keep you productive and motivated. Whether it’s organizing your workspace at home, packing your bag for in-office, setting goals, or practicing mindfulness techniques, find what works for you and jump back into your routine.

6️⃣ Don’t let the post-leave energy fade away too quickly. Preserve the positive aspects of your time off by ensuring you maintain a healthy work-life balance. Prioritize self-care, take breaks, and be mindful of your well-being.

Remember, returning from any leave is an opportunity for a fresh start, infused with newfound energy and perspective. But to set that start up for success, I hope some of these tips can help!

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The role of HR in retaining talent

admin — Wed, 28 Jun 2023 18:21:00 +0000

In the public service, proving oneself to secure growth opportunities or promotions can often involve a lot more steps than those finding themselves in the private sector. We hear it all the time: “Private sector companies can see talent and promote it, public sector requires an eight month competition or longer – among other factors.”

That said, in principle, we know why these HR hurdles are designed … to ensure transparency, accountability, and fairness in decision-making. However, as a result, we are slowly creating systemic challenges in recruiting, retaining and developing talent, thus inadvertently hindering our ability to grow the public service with the diverse skill set and perspectives needed.

Like the private sector, we do have mechanisms to see talent and promote it – the non-advertised appointment is one of them. The challenge, these alternative means are the exception and not the norm. And yet, we all know such alternatives are being used for some but not others, depending on the hiring manager or organization. But why couldn’t we use it with existing proof points already in place – other than competitions?

Each year, managers assess their employees using the PMA cycle.

“Performance management is an ongoing process that involves planning, developing, coaching, providing feedback and evaluating employee performance.” – TBS

Why couldn’t we then use successful PMAs, and indicators that employees are ready for advancement, to support their growth in lieu of forcing additional competition to demonstrate further proof? The PMA is meant to speak to work experiences and competencies but in many organizations it has become another process whose purpose is lost on paper. Some organizations are using them to do exactly what I am proposing here, however, many more are not, and many others are not leveraging them equitably across the board. So, the circle brings us back to the need for competitions instead.

When we talk about a fair, equitable and modern workforce, we need to think about the role HR plays in that in order for us to continue to retain talent. While this post explores options, HR broadly across government needs to be reviewed and updated to meet today’s realities.

Horizontally we manage talent at the executive level but maybe we need to start considering ways to manage the rest of the public service in a similar manner so that we can identify talent, help to grow it, and more importantly, keep it in the GC. If one department can’t offer the right opportunities, send them off to another. Surge capacity during the pandemic proved how powerful this interchange of talent can be.

Ultimately, we must prioritize HR to meet the present and future needs of Canadians. But like technology in government, perhaps HR needs an improved enterprise approach as well.

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Are team retreats essential in a hybrid environment?

admin — Thu, 08 Jun 2023 20:48:00 +0000

Next week, for the first time in three years, our team members in Ottawa, Montreal, Toronto, Halifax, Victoria and Edmonton will all be united for a team retreat.

Even with reduced travel budgets, investing in team retreats remains important in the context of hybrid work. These retreats serve as valuable opportunities to bridge the physical and virtual gaps that can arise in remote collaboration.

By bringing team members together in person, even for a short period, retreats enable deeper connections, strengthen relationships, and foster a sense of unity. They provide an environment for open communication, enhanced collaboration, and team building activities that can be challenging to replicate solely through virtual means.

For us, our retreat will offer a chance to align goals, clarify expectations, and rejuvenate team spirit through shared development opportunities and training to enhance our collective subject matter expertise as human-centred leaders in our organization. We’re also fortunate to build in time with not only our Assistant Deputy Minsiter, but our President as well – a unique and valuable opportunity for our team members.

Team retreats, even if yearly, can therefore support hybrid teams for several reasons:

They provide an opportunity for team members to interact face-to-face and build stronger personal connections. This helps foster a sense of camaraderie and trust, which can positively impact collaboration and teamwork.

They offer a dedicated time for open and effective communication. Discussions, brainstorming sessions, and team-building activities can improve overall communication and understanding among team members.

They create an environment that encourages teamwork, creativity, and problem-solving. This shared experience can lead to improved collaboration even when working remotely.

They allow you to engage in focused discussions and ensure everyone is on the same page regarding team objectives, roles, and responsibilities.

They offer a break from routine, creating an opportunity for team members to recharge, bond, and learn together. This can have a positive impact on morale, motivation, and overall team satisfaction.

They create a change of scenery and an environment conducive to fresh thinking, sparking new ideas and approaches that benefit the team’s work.

Team retreats ultimately create valuable opportunities to connect on a deeper level and strengthen the overall effectiveness of the team. But, if you don’t have the budget for travel, you can still consider a virtual retreat with dedicated uninterrupted time that focuses on similar goals and objectives.

The point here is that in order to achieve results, we need to find time to focus on one of our most important assets, our people. The return on this investment is one you can surely count on.

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Putting the spotlight on workplace mental health

admin — Fri, 05 May 2023 22:33:00 +0000

This week is Mental Health Week.

As part of this week, organizations everywhere -hopefully- put the spotlight on mental health and reflected on what’s working, what’s not and what could be improved to improve employee wellness. However, this exercise shouldn’t be done once a year but regularly as part of team check-ins and reviews of team culture and dynamics.

A workplace that prioritizes wellness promotes the physical, emotional, and mental health of its employees. It sends a message that the organization cares about its employees and is invested in their well-being. This can help to reduce stress, burnout, and absenteeism, and increase employee engagement, motivation, and productivity.

When employees feel supported and valued by their employer, it can lead to improved morale and job satisfaction. This can also lead to increased loyalty, reduced turnover, and a more positive workplace culture overall.

To achieve this, managers, leaders and organizations need to:

Educate themselves and their teams about mental health, including common mental health conditions, how to identify signs of distress, and how to support colleagues who may be struggling. There are a number of great programs like The Working Mind that can help with this!

Provide access to resources such as mental health services, employee assistance programs, and educational materials about mental health. By offering these resources, managers show that they care about their employees’ mental health and are committed to supporting them.

Encourage open conversations about mental health and create a safe space for employees to talk about their experiences. Managers can initiate conversations with their team members about mental health, showing that it is a topic that is safe to discuss. By normalizing mental health issues and encouraging open dialogue, team members will feel more comfortable sharing their struggles and seeking support.

Model the behaviors you want to see in your team. Show that you prioritize mental health by taking breaks when needed, setting boundaries, and prioritizing work-life balance. This can help to reduce the stigma.

Be flexible with your team members’ workloads and schedules, especially during times of high stress. This can help prevent burnout and allow team members to prioritize their mental health. We are all human. There will be good days and there will be bad days, and perhaps a lot of mixed days in between. Acknowledge that. Support those days with empathy and flexibility, and don’t lose sight of the people at the heart of your team. This will likely lead to better productivity than not.

Despite progress in recent years, there is still a stigma around mental health in many workplaces. This can make employees feel uncomfortable discussing their mental health, and can make managers hesitant to bring up the topic.

We all have a role to play to end the stigma; so, this week, and most importantly beyond, let’s aim to end it together.

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Hybrid work needs to be about more than work location

admin — Mon, 24 Apr 2023 22:37:00 +0000

There’s an unspoken reality on hybrid work that we haven’t fully (or have barely) addressed in our change communications that I feel needs our attention …

I recognize there are many realities, barriers and systemic problems that need to be addressed within the public sector – some of which I’ve flagged in the past – but today I would like to address “pleateuing” as a risk to long-term growth of our employees and our ability to retain talent.

While this post uses the example of how plateauing can impact regional employees, the reality is proximity is just one barrier. Other barriers such as lack of diversity and inclusion can also impact one’s ability to see a long-term career for themselves if opportunities are not made available, or employees are not empowered and supported to compete for them.

When hybrid work plans emerged in the public sector, many regional employees became unsure of their fate and long-term careers in the public service. Some of these employees automatically received telework agreements, while others were forced to explore new departments/agencies, and many more questioned what this meant for their careers long-term.

The split among regional and NCR positions has always been there, but hybrid made many more opportunities available – highlighting that talent from across Canada could meet head office needs and the needs of Canadians.

But if we lose what was gained in the pandemic, and revert to a hybrid work culture that promotes proximity above talent, what does that narrative say to those employees outside the NCR or those within it who don’t see themselves here long-term.

If such opportunities are the exception and not the norm, are we really creating a hybrid culture where hybrid employees from across Canada equally, and equitably, take on roles of leadership or other senior roles outside of the NCR?

This is where many employees feel that their career can plateau, in other words hit a wall that would prevent additional growth in their career as a result of the proximity to Ottawa that is still largely insisted upon for many roles, teams, and organizations.

And what do employees often do when they hit said walls? They likely take proactive steps to address their career needs and goals, and pursue new opportunities for growth and development.

If our hybrid culture is the same across the public sector, and roles outside of Ottawa (including those in leadership) are few and far between, the reality is those new opportunities will likely be in the private sector and our ability to retain talent will be diminished.

We cannot think of hybrid work merely as where people work – in office or at home – but rather where talent resides and how we can empower it to meet our needs in serving Canadians.

This requires a much larger horizontal change across government and a new narrative where growth is in fact possible from coast to coast to coast.

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Developing a culture of high performance and high self-esteem knowledge workers

admin — Sun, 26 Mar 2023 00:57:00 +0000

According to Sethi Deepak’s “Seven R Model”, the following seven elements can help:

1️⃣Respect: a sincere belief that people at all levels of the organization have unique contributions to make.

2️⃣Responsibility and resources: employees perform best when they have a discrete and well-defined area of responsibility and the resources needed to make it successful.

3️⃣Risk-taking: mistakes have to be viewed as opportunities for lessons rather than career-ending triggers.

4️⃣Rewards and recognition: talented, hardworking employees should receive both monetary rewards and recognition of a job well done.

5️⃣Relationships: when people on all levels get to know one another in a respectful and benevolent way and get to understand one another’s strengths, shortcomings, hopes, dreams, and fears, a context is established in which trust can flourish, as mutual and meaningful feedback is given and received.

6️⃣Role modeling: managers walk the talk by acting rather than “speechifying”.

7️⃣Renewal: a culture that promotes organizational learning at all levels results in the expanded consciousness needed for renewal.

While there are many aspects beyond this Seven R model that influence culture, it cannot be denied that in today’s day and age culture plays a vital role in the success of an organization as it affects the way people interact with each other, how they approach their work, and the decisions they make.

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Understanding the reasons why employees may become demotivated

admin — Thu, 23 Feb 2023 01:42:00 +0000

Demotivation. It’s a slippery slope that leaders need to monitor to avoid negative outcomes that can impact the success of your team and your organization as a whole.

There can be a variety of reasons why employees get demotivated at work:
Lack of recognition
Lack of growth and development opportunities
Poor communication
Poor leadership
Lack of autonomy
Workplace stress

By understanding the reasons why employees may become demotivated, leaders can take steps to prevent demotivation and address it when it occurs. This can help to create a positive work environment that promotes productivity, engagement, and job satisfaction.

Here are some steps you can take to re-motivate your team members:
Identify the cause of demotivation. Talk to your team members to understand their concerns and find out what is causing their lack of motivation.
Communicate openly and honestly with your team members about their concerns. Address any issues directly and be transparent about the steps you are taking to address them.
Provide regular feedback and recognition to your team members. This includes acknowledging their achievements, providing constructive feedback, and recognizing their contributions to the team.
Provide opportunities for growth and development for your team members. This may include training, mentorship, or new project assignments that challenge them and help them grow in their roles.
Foster a positive work environment that promotes collaboration, creativity, and mutual respect. Encourage your team members to share their ideas and provide opportunities for them to work together on projects.
Set clear goals and expectations for your team members. This includes not only goals aligned to the organization but also in alignment with your team members’ career aspirations. This acknowledges your interest and investment in helping them grow beyond their current role, making their current efforts feel part of a larger career plan.

But in order to achieve any of the above, the most important thing leaders can do is …

Intentionally set time aside with your team members. In hybrid work, the idea of an open door policy to enable such conversations needs to be more implicit. As leaders, it’s therefore important to set aside this intentional time with your employees as it is your responsibility to invest in your people so that as an organization you can deliver results.

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