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8 Things Leaders Should Consider in a Post-Roe World

Let's get straight to it, shall we?

  1. Does your organization's health insurance cover abortion? 
  2. Does your organization's health insurance offer funding or some kind of coverage when people have to travel for medical care, no matter what type of care?
  3. Does said health insurance cover gender-affirming care for trans employees and dependents?
  4. Do you offer a general PTO (paid time off) policy, or a generous combination of vacation + sick leave + personal days? And as importantly, do you and your fellow managers use a generous approach? If leave needs to go through an approval process, is the process clear? 
  5. Does your organization advertise - and follow through on - paid time off for voting? 
  6. Does your organization make political donations? If so, are you including an abortion access record in figuring out who to donate to? If you're not sure about this, how can you find out?
  7. Are people beginning to talk more openly about abortions at work? If so, how are...
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Top 3+ Ways to Be Happier At Work

#1 - Connection

  • To yourself!
    • No one is happy all the time (that’s not human), but the more you’re in touch with your own emotions the better able  you are to ride the waves of your emotions, make the most of your happier emotions, and move through and beyond the more difficult ones.
    • Protip: For one week, schedule 3 emotional check-ins with yourself - it shouldn’t take more than 2-3 minutes at a time. Try doing this as you start your workday, take a midday break, and end your workday. 
    • If you want a paper or online tool to use for this, email me
  • To purpose! A sense of purpose is only as good as our connection to it. If you are focused on your purpose the way some people focus on goals, you’re probably all set here.
    • If you have been feeling like work just pays the bills, well, maybe it does - and there’s nothing wrong with that. You can explore on your own or with a manager how your work connects to the greater mission of the team...
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Gender Bias in a Headline: Gallup, Do Better!

Uncategorized Mar 11, 2022

This week, we celebrated another International Women’s Day,  a cultural observance whose original intention was to spark awareness and activism about the mistreatment of women around the world. 


  • About 1 in 3 women and girls around the world experience violence because they are female. That statistic hasn’t changed in 20 years.
  • There are nearly 130 million girls around the world who should be in school, and aren’t. 

Yet this year on International Women’s Day, most of the focus I witnessed had to do with jobs and compensation in western countries. I’m sure this has something to do with the fact that I no longer work in or study international relations, but that’s not the whole story. 

There are important connections between the above statistics and pay inequalities in high-income countries like the U.S.


Gender bias.

It infects everything. Gender bias is at the base of bias against people in the...

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What's Up With the Great Resignation/Reshuffle/Upgrade?

It’s come up again: I was asked to explain why people are leaving their jobs. This client professes a deep belief in valuing their employees and the work they create, and they’ve been affected by the “great resignation” like so many others. 

There’s been a lot of suggestions lately to rename "The Great Resignation” - I’ve seen or heard: 

  • The Great Reshuffling
  • The Great Job Hop
  • The Great Upgrade 
  • and early on, The Turnover Tsunami

Personally, I like “The Great Upgrade” because it captures the fact that most who are changing jobs are doing so to find something better. I'm also hopeful that, as employers do things differently to attract and retain talent, perhaps our work experiences themselves and the many organizations we work for will also be upgraded.

Whatever you call it, millions of people have changed jobs over the past 18 months or so. At the same time, more women are dropping out of the workforce entirely,...

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Managing Conflict: A Leader's Guide

Even in the most close-knit teams, conflict happens. And in an ongoing pandemic, at a time when lots of people may be moving to new jobs and positions? New people joining a team that's been stressed? It can be hard to just get through the day - let alone know what to do when a dispute pops up! 

Leaders - whether you're formally a supervisor, division head, executive, or just someone people look to for guidance - set the tone of the group. Some of us do it well and easily! And even those of us who make it look SO easy can still fall flat on our faces when faced with a conflict. 

That's part of why I became a mediator: I wanted to learn how to handle conflict (and help others). Yes, I've learned some tips I use personally - though you should NEVER mediate something important to you, because you can't be impartial. 

So let's dive into some tips for leaders needing to handle a conflict on their team: 

  • Stay calm.
    • Sure, easier said than done in many cases -...
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Hey Managers! Build trust to resolve conflict.

Workplace cultures that are generally supportive and collaborative usually have fewer conflicts - because they approach disagreements as opportunities to innovate, converse, connect, and build something new. 

Usually that's easier said than done, but an essential element is to build trust on your team. 

Building trust within your team, no matter the larger culture in which you work, goes a long way toward preventing conflicts on the team.

  • If you're new to managing this team, it can be relatively easy to build trust:

    • get to know your team members;

    • find excuses to share fun, light-hearted moments with them;

    • say a heartfelt “thank you” for specific actions whenever you can;

    • and, follow through on whatever plans or promises you may make to them.

  • If you can’t follow through, or if you’re finding that on stressful days you are a bit less nice than you would want to be - just be authentic. Let the team know that you’re having a tough...

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When You're the Micromanager (Part 2 of 2)

  1. control every part, however small, of (an enterprise or activity). 
It's hard, right? When you're a manager and you want to ensure the work is getting done in the right way and on time.... OR.... you're an employee and you're dealing with a manager who's trying to control and monitor every aspect of your work. 
Our last post was written for employees. 
Now, what do you do if YOU'RE the micromanager? 
First, how do you know if you're micromanaging people? This can be a tough one, but here are some tips to recognize your actions: 
  • You ask for status updates anytime the desire for information pops into your head
  • You don't trust that your employee(s) are working on what you want them to
  • You don't trust that your employees are working, at all, unless you can see them working 
  • With remote work you've implemented, or requested, one of those remote tracking softwares - you know, the things that track keystrokes or eye...
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Dealing with Micromanagers at Work (1 of 2)

  1. control every part, however small, of (an enterprise or activity). 
It's hard, right? When you're a manager and you want to ensure the work is getting done in the right way and on time.... OR.... you're an employee and you're dealing with a manager who's trying to control and monitor every aspect of your work. 
Here are some ways to cope, from an employee's perspective. More advice to come for managers!

Ask: What’s the micromanager’s motivation?

People may micromanage for different reasons. Often, they don’t know how else to manage; they may have to deal with a micromanager themselves and require info from you to pass on; or, they may think they’re supporting you by checking on tasks. You may be able to figure this out on your own through reflection and observation, or, you may have to ask them - tactfully - about it. 

Example: “I notice that most of our conversations are about tasks rather than how...

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A New Year's Reflection on Purpose

perk purpose Dec 16, 2021

'Tis the season!

Resolutions are simply promises we make, whether to ourselves or others. New Year's resolutions tend to be those we make that somehow connect to being better people - or perhaps, behaving in a manner more in the way we want to behave. 

For me, that brings to mind purpose and values. It is never a bad idea to reflect on our WHY - why do you want to make that particular resolution? Why haven't you made that change yet? Why do you want to behave differently? Sometimes better understanding our WHY helps us to get to the right how

At work, too often, when someone asks "Why?" they get told some variation of "Well that's how we've always done it." (I have literally been told this. And some of my clients have, too.) 

Don't get me wrong: Familiarity is a nice thing to experience, when we're stressed, or when it's a family custom at the holidays. 


When we break away from what's familiar, then we can start to:

  • Innovate
  • Simplify
  • ...
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It's the Bingo No One Wants to Play

Uncategorized Dec 01, 2021


If you have a bingo, or if you're concerned people you supervise have a bingo, please, call us.

Special thanks to Introvert Doodles for the wonderful illustration. 

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