What’s Wrong With Leadership Development (And 5 Ways To Fix It)

As an executive coach and founder of a leadership development learning platform, I thrive on seeing our clients achieve lasting change. Unfortunately, not all organizations see positive outcomes from their leadership development programs, despite the global market exceeding $81 billion a year.

Post-pandemic, it's clear that this investment often fails to deliver expected results. So what's the issue, and more importantly, how can we solve it?

Image by fahribaabdullah14 from Pixabay

Too Many Leaders Aren’t Prepared

One of the biggest red flags about leadership development I’ve seen recently comes from the Josh Bersin Company. Their two-year study of corporate leadership programs found that just one out of four companies believes their leadership training efforts are delivering high value. Additionally, only 24% of companies say their development model is relevant and up-to-date. This is alarming—and also not an outlier.

You don’t have to look far to find other indicators that leadership development programs are falling short. I’ve seen in my own work that far too many managers are promoted not because they’re ready to lead, but because there’s an operational need. The Chartered Institute of Personnel and Development (CIPD), an international HR association based in London, calls managers who have not had formal leadership training "accidental managers."

It gets worse. CIPD also found that these ill-prepared managers are driving employees away—specifically, one in three employees who quit. And 84% of respondents in a study by the Society for Human Resource Management said poorly trained managers create stress and extra work. Might this help explain why less than one-third of U.S. employees feel they are engaged at work?

I believe that a lack of training and preparation for leadership roles is also damaging managers’ mental health—to devastating effect regarding their performance. More than half of managers feel burned out. It’s time for this to change.

5 Key Steps For Change

Clearly, the leadership development industry as a whole needs a shakedown. We must rethink how we approach our work. That imperative has been top-of-mind for both me and my company as we have responded to pandemic-driven changes in the business environment while simultaneously developing our own leadership development platform. Here are five of our key learnings, based on both our own experiences and current research:

1. Mental health comes first.

Even before leadership development, prioritize enhancing your managers’ well-being. No training program can be truly effective if the participants are at their breaking point with stress, fatigue and burnout.

2. Expand access to leadership development.

As Josh Bersin puts it: "Leadership is now everyone’s job. The new employee or first-line manager who’s leading a project to save money or analyze the sales team is now a leader. What education, training and perspectives have you given this person?"

When only a few employees get access to leadership development, your organization misses out on what others could potentially contribute. Even small improvements across a larger number of employees can have a big impact.

3. Increase the relevance of training.

Leadership development is not "one size fits all." You can’t just throw a huge online content library at your employees and expect them to figure out what they need. Instead, look for programs you can customize according to both organizational goals and your employees’ needs.

4. Leverage the power of connection.

Your employees have so much wisdom to share with each other, but mentorship, sponsorship and peer learning are all underutilized tools when it comes to leadership development. As a bonus, such programs also strengthen connections that may have frayed during the shift to hybrid work.

5. Build learning into every day.

Most of us have had the experience of going to a development workshop or event, learning things we’re excited about—but then never putting that knowledge into action. Studies have found that if we don’t apply what we’ve learned within a day or two, then we’ll forget most of it. It’s more effective to take even a little time every day to learn and then start trying out that new knowledge right away.

Final Thoughts

I’ll end with a call to action. Think about the current state of leadership at your own organization. What’s happening with your leadership development programs? And how effective are your managers and leaders?

Now, more than ever, companies must invest wisely in their leaders and empower them to drive meaningful change in the ever-evolving business landscape. The future depends on it.

This article originally appeared on Forbes.com. To read more of my contributions to Forbes Coaches Council, click here.

3 Key Challenges Managers At Top Organizations Are Facing: White Paper

At Newberry Solutions, we collaborate with some of the world's most successful companies. Our work gives us a firsthand perspective on the challenges that organizations are currently grappling with and how effectively they are tackling these challenges.

Across diverse industries, a clear trend has come to the forefront. The role of managers has become more pivotal than ever in guiding organizations through issues like workplace disruptions, the transition to hybrid work, and the cumulative impact of years of change and stress.

If you think that sounds like a lot of pressure on managers, you are absolutely right. Amid all of these new expectations, managers are more susceptible to burnout compared with both higher-level leaders and individual contributors. The stark truth is that the very people your company relies on right now are at a heightened risk of disengagement or even departure.

These trends prompted the creation of our special report, "3 Key Challenges for Managers." Our goals are to provide insight into the demands placed on managers, along with advice on giving managers the support they need to navigate these challenges. Here’s just a sampling of what this white paper covers:

• How the 305,000+ layoffs that happened in 2023 have affected teams and managers.

• The emerging gap between organizations and employees in their support for DEI initiatives.

• How hybrid work is changing managers’ jobs.

• The burnout crisis among managers.

• Proven strategies to help your managers thrive.

We are eager to hear your thoughts and questions, so feel free to tag me in your LinkedIn posts about this report or reach out via email at info@newlensleadership.com. At the core of everything we do lies the passionate belief that leaders can change the world when their full potential is nurtured. This white paper is designed to empower you to do just that.

Get access to  "3 Key Challenges for Managers."

4 Questions for Team Leaders as 2023 Ends

As 2023 draws to a close, you might find yourself in a whirlwind of year-end tasks, deadlines and holiday preparations. In the middle of all that, you might not have had the chance to take a step back and assess the broader picture of how your team is faring. But as we approach the new year, it's crucial to set aside time to reflect. Taking a pause to evaluate the collective journey of your team over the past year can provide invaluable insights on the path you should take going forward. Use these questions to help you take the pulse of your team and identify what they might need from you.

Image by Alexa from Pixabay

What does your team’s stress level look like? As a leader, it’s crucial to recognize the symptoms of burnout on your team and to address them quickly. The effects of long-term stress (which we’ve all been experiencing!) can show up in different ways. For example, you may have noticed that your team members don’t seem as focused as they used to, or that communication feels strained. If your team members are showing signs of burnout, affirm your commitment to their well-being and look for ways to address the situation. Do you need to adjust workloads, deadlines, or the pace of work? Do team members need more support to navigate any changes or uncertainty? 

How can you help team members manage their energy? To address stress and burnout, you can also ensure that team members have the resources they need to maintain balance and sustain high performance. Leaders play a pivotal role in fostering a supportive environment that encourages overall well-being. Encourage healthy habits like regular breaks, setting boundaries between work and personal time, and actually using vacation days. And don’t forget to lead by example: If you work around the clock or don’t take breaks or vacations, your team members will assume that’s what you expect of them (no matter what you say).

How clear is your team on what success looks like? Since the beginning of 2023, a lot may have changed in your organization. Priorities and expectations have shifted; new challenges and opportunities have emerged. You may assume that your team knows what’s most important now. But, in times of rapid change, sometimes key messages about priorities get lost in the busyness of our day-to-day work. So, take some time with your team before year-end to talk about priorities going into 2024. Connect the dots for your team members about how their roles fit in and affect those priorities. Make sure each team member knows the top areas where they should focus to have the biggest impact on the business and empower them to focus on those “big three.”

Is there a need to upskill your team? If you have observed performance issues in your team in 2023, ask yourself whether they have the skills and training necessary to succeed. Over the past few years, so many organizations have gone through resignations, layoffs and restructuring, leaving their employees grappling with new roles or evolving responsibilities. Beyond that, if staffing is lean and workloads are heavy, your newer team members may have received little to no onboarding. But even your seasoned employees may need additional training if they’re taking on different types of projects. We’ve definitely seen these struggles and created the New Lens® app to address them while making it easy to fit development into busy schedules and tight budgets.

This week, I challenge you to identify one area to focus on with your team in 2024, and one or two initial steps you will take. This small investment of time will yield big payoffs in the coming year.

Go Ahead: Give Yourself Permission [One Thing Video Series]

What do you need to give yourself permission to do?

Maybe it’s actually feeling sadness, disappointment or anger instead of trying to stuff down your emotions.

Or perhaps it’s taking a break instead of powering through your exhaustion or burnout.

When it comes down to it, you’re the only one who can give yourself permission to make changes that will protect your wellbeing.

Do you have trouble doing this? You’re far from alone. That’s what inspired my latest One Thing You Can Do video.

Want more practical leadership strategies you can start using immediately? Reach out to me about New Lens®.

Transcript

Hi, I am Neena Newberry. In today's One Thing You Can Do video series, I'm going to give you a tip in under two minutes. This is modeled after our app, which is called New Lens®, and it's all full of micro- learning and tools and strategies that will help you continue to develop your leadership skills. In today's video, what I'd like to talk to you about is giving yourself permission. And this is a really important thing that comes into play in a variety of different ways. Sometimes it can be as simple as giving yourself permission to just feel what you're feeling. So, if you're that high performer, that go-getter, you may end up just stuffing that stuff way below the surface saying, "I don't have time to deal with this or feel emotional about anything. I just need to keep moving on and just suck it up and continue."

But that stuff does end up rearing its head later. And it can impact your productivity, your efficiency, and how you show up with other people. But giving yourself permission may also mean just giving yourself permission to take a little bit of time off, especially if you're feeling burnt out. Recognize that the whole thing that they tell you on the airplane about securing your own oxygen mask first before you secure others’ is really important. This isn't just a nice-to-have thing. This is something that's actually going to allow you to be there for other people. So think about what you need to give yourself permission to do and try something out this week. For other tools, resources and strategies, visit newberrysolutions.com. And check out our app, New Lens.

Is Your Team Overwhelmed? Here’s How to Help

I don’t have to tell you how stressful the past few years have been. As we developed our most recent white paper, “Managers Under Pressure,” we found research showing that all of this cumulative stress has taken a toll. Performance and morale are suffering. Employee engagement is at a seven-year low, which Gallup calls “one of the biggest threats to organizations and entire economies” in 2023. On top of that, more than 40% of professionals report feeling burned out at work. 

Photo by Vlada Karpovich

With your energy tank running on empty, you may find that you and your team members may feel more overwhelmed in the face of challenges — such as a major project or an organizational change — than you did in the past. 

Finding both short and long-term solutions is critical. 

Let’s start by taking a look at some quick ways to get yourself on track —three questions to ask your team and yourself.

1. Are you focusing on the right work?

When things feel chaotic and you are strapped for time, it’s even more critical to focus on where you can have the biggest impact on the business and your career. Challenge yourself to identify the top three areas and the percentage of time you should allocate to each. Use this to guide what you say “yes” and “no” to. With only so many hours in each day, remember that making the highest and best use of your talent and skills will help you deliver more in less time. And remember to strategically leverage others to free up your capacity. 

2. Do you create space to be strategic?

High performers know that they can’t simply react to what’s going on around them and still deliver consistently strong results. Being strategic and intentional about what they say and do is key. When things get hectic, how consistently do you carve out time on your calendar to reflect so that you can do just that? Don’t underestimate the importance of this strategy in keeping you focused on the bigger picture. Even setting aside 15 minutes a week can help you be much more proactive.

3. Are you getting enough rest?

Maintaining your energy during demanding times can be the difference between thriving and surviving. When people work long hours, they may not get the rest or sleep they need. Both are foundational to giving you the energy to maintain a positive attitude, outlook, and perspective and the ability to make good decisions. If you don’t get 7-8 hours of sleep a night or take short breaks throughout the day, what one step can you take to address this? It can be as simple as taking some deep breaths, walking away from your desk, or going to bed 15 minutes earlier.

With a longer-term view in mind, remember to also look for ways to help you and your team put sustainable practices in place.  Through thousands of hours coaching leaders, we’ve seen where individuals get stuck time and again and the strategies that can really help them move forward. That led us to make this content available through our award-winning New Lens® app. But it goes way beyond content, to help you take action with the support of cohorts and managers. We’d love to show it to you. Let us know if you’d like to see a demo.

What’s New from Newberry Solutions

In this environment of constant change, we’re passionate about providing organizations the tools and resources they need to respond to the latest challenges. Besides our blog and social channels, we’ve also been sharing our insights and strategies through some top media outlets and in a new white paper. We want to make it easy for you to tap into our expertise, so today I’m rounding up our 2023 publications so that you can catch up on any you might have missed.

Forbes Coaches Council: Retention, Growth and Development

The Great Resignation may have faded from the headlines, but employee retention is still a big issue. That’s why I wrote the article “To Retain Employees, Help Them Grow And Develop” for  Forbes Coaches Council. In it, I shared ideas on how to prioritize growth and development even when schedules and budgets are tight.

As a Council member, I also contribute to roundup articles alongside other inspiring coaches. We’ve tackled a variety of topics so far this year:

• 15 Telltale Signs A Business Is Growing Too Quickly

• 15 Modern And Unique Ways To Find New Business Leads

• Have Trouble Setting Boundaries At Work? Try These 14 Expert Tips

• New To Coaching? Here Are 14 Things Seasoned Experts Think You Should Know

• 15 Ways To Skyrocket Your 'Hireability' As A Paid Speaker

• 16 Tips To Help Leaders Harness The Power Of Mindful Language

Fast Company: Stress Management

One of the major themes we’re seeing this year is the importance of managing stress (both your own and your team’s) to prevent burnout. I talked about this topic in the article “4 ways managers can take care of themselves through stressful situations” for Fast Company. As I wrote in the article, “before you can be there for your team, you have to first take care of yourself.”

White Paper: Managers Under Pressure

In addition to those media publications, we also launched a new white paper this year, “Managers Under Pressure.” We created this research report because we saw how important managers are in helping organizations navigate key issues like remote work, layoffs and resignations. But, at the same time, managers are more likely to suffer from burnout than either higher-level leaders or individual contributors are. “Managers Under Pressure” will enhance your understanding of today’s unprecedented challenges, how those challenges affect your organization’s managers and how to help your managers become more resilient, effective and engaged.

Share the Learning

I hope that these resources will help you meet your goals at work and that you will also consider sharing them with your team members and peers who are also navigating these issues. To go deeper with our learning and development resources, check out our award-winning New Lens® app. Schedule your demo today. 

How to Ease Your Team’s Stress (and Your Own)

Has the cumulative stress of the past few years taken a toll on you and your team? You aren’t alone. I’m hearing the same thing from many leaders I work with. As we created Newberry Solutions’ latest white paper, “Managers Under Pressure,” we learned that research backs up what we’ve all observed firsthand:

Photo by Pedro Figueras

• Employee engagement is at a seven-year low, which Gallup calls “one of the biggest threats to organizations and entire economies” in 2023. 

• On top of that, more than 40% of professionals report feeling burned out at work.

• For managers, the situation is even more dire. Their burnout rate is 43%. 

If you lead a team, it’s crucial right now to both prioritize your own wellbeing and support the people who report to you. You can make a big difference for them. A survey by The Workforce Institute at UKG found that managers impact people’s mental health just as much as their spouses do. 

I understand, though, that helping your team deal with stress (and managing your own) might feel like just one more thing to do when your schedule is already packed. So today I want to make this a little easier by passing along some unique, impactful tools that can supplement more traditional approaches to stress management. You can use these tools yourself and share them with your team members.

• The Living in Green Project. The website for the Living in Green Project provides information about stress management that’s great for sharing with your team. One valuable tool is the “Which State Is Your Nervous System In?” infographic, which can help you understand your stress levels. Be sure to check out their blog for more simple but powerful strategies grounded in neuroscience. 

• The Chopra App. If you are interested in meditation, but not sure how to get started, this app from wellness pioneer Deepak Chopra makes the practice more accessible. It includes meditations designed for a variety of situations. You can also find meditations as short as five minutes so that you can always fit a mindful pause into your day.

• Tapping. This is one of the quickest ways I know to reduce negative emotions and get your energy back to a calm and balanced state. Tapping is also easy to learn, affordable and can be used almost anytime. Think of it as a form of acupressure as a way to identify and release roadblocks. It is backed by science, and I can tell you from my own experience that it really works — and works fast.

Resources from Newberry Solutions

Our passion is creating solutions that address the challenges we see leaders experiencing. Earlier, I mentioned our white paper, “Managers Under Pressure,” which will help you learn more about both the magnitude of workplace stress in 2023 and how you can empower your managers to deal with their own stress and support their teams. We’re also thrilled to hear from users of our award-winning New Lens® app that they feel better equipped to handle any stressful situation. Schedule your demo today.

Our New White Paper: Managers Under Pressure

At Newberry Solutions, we work with some of the world’s top companies. That means we get a firsthand look at the latest challenges organizations are facing, as well as how they are doing in meeting those challenges.

Across all fields, we’ve seen a clear trend emerge. Managers are more important than ever in helping organizations navigate key issues. But, at the same time, managers are more likely to suffer from burnout than either higher-level leaders or individual contributors are. In other words, the very people your company likely needs most right now are at high risk of disengaging or even leaving.

That’s why we created our new special report, “Managers Under Pressure: Why these key employees are feeling squeezed in 2023 — and what you can do to support them.” In it, you will learn:

• The current state of both layoffs and resignations, and all the ways that this turbulent employment environment places additional burdens on managers.

• What the “new normal” of remote and hybrid work looks like, and how managers are dealing with it.

• The cumulative effects of three change-filled years on a stressed-out workforce.

• How to support your managers’ wellbeing and productivity so that they can support your organization’s success.

Take a moment now to download your own copy of “Managers Under Pressure.” We hope that it will become a valuable resource for you and that you’ll share it with other forward-thinking leaders. After you read it, we’d love to hear your feedback and questions. So please tag me in your LinkedIn posts about our white paper, or contact us directly at info@newlensleadership.com. 

What Leadership Skills Should Training Address?

As you continue to navigate a lean work environment full of change, are you looking ahead to next year to see how to develop your team’s leadership skills? Choosing a leadership training solution can feel like “one more thing” to tackle, so I’m sharing a series of articles to help make the process a little easier.

Image by Gerd Altmann from Pixabay

In the first article, I shared some questions you can use to uncover what your team needs from leadership development training. This week, I’ll focus on helping you clarify the outcomes for your training solution. Remember, the program you choose doesn’t have to solve everything that’s going on with your team, but it should address your top two or three concerns. Below are common leadership challenges we hear about. Which ones affect your team?

Reducing Stress

I don’t have to tell you that everyone is busier than ever these days. Perhaps your team, like many others, is stretched thin because of staffing cuts or hiring freezes. According to findings of the Future Forum Pulse survey released in October, burnout is still on the rise, and 43% of professionals feel burned out. As a coach and facilitator who specializes in working with high-performing women, I was especially struck that the survey found 32% more burnout among women compared with men.

To be effective, leadership development solutions must address stress and burnout. Reducing your team’s stress burden will make it easier for all of you to deal with any other ongoing issues.

Prioritizing the Right Work

In a survey by Paychex Inc., 43% of respondents said a lack of time management skills is holding back their career advancement. As we navigate through uncertainty and change with lean teams, it’s no wonder that time management is difficult for many professionals.

To quickly gauge whether your team uses time effectively, ask yourself whether each member spends most of their time on their “Big 3”: the top three areas where they can have the biggest impact on the business. If not, aligning their capacity with what drives results should be a focal point in your leadership training program.

Improving Communication

Surveys consistently reinforce the importance of their employees’ communication skills, and leaders themselves say it is one of the most important leadership competencies. 

But, for many teams, the rise of remote work has introduced new communication challenges. Issues range from miscommunication over email and chat to overcommunication by managers who keep tight reins on remote workers to not knowing how to manage the volume of communication. The leadership training solution you select should reflect the new realities of workplace communication.

Developing Stronger Relationships

Closely related to communication is the ability to nurture productive relationships at work. Even before the pandemic, many high performers fell into the trap of keeping their heads down to focus on results at the expense of relationships.

Today, we have to be even more deliberate about relationship building. Research shows that employees find it harder to form a sense of connection with their colleagues in a hybrid workplace. And that impacts everything from collaboration to employee well-being. An effective leadership training solution should guide employees in how to build relationships with remote employees. If a training program involves peer learning or affinity groups, that in itself can strengthen relationships.

Engaging and Retaining Employees

One of the most important outcomes of a leadership development program isn’t necessarily part of the curriculum. Simply offering training and development is a big step toward keeping your employees engaged and retaining them at your company. In a 2019 survey, 94% of employees said they would stay at their company longer if it invested in helping them learn. A study that year by Sitel Group found that 92% of U.S. employees said that learning increases their engagement and motivation at work. 

What’s Ahead in This Series

As you consider the outcomes I’ve mentioned today, what is most important for your organization? With this in hand, you’ll be one step closer to selecting the leadership development solution that’s right for your team. In the final article of this series, I’ll talk about what effective leadership training looks like. In the meantime, I invite you to explore one of our newest leadership development solutions, the award-winning app New Lens. New Lens is designed to teach your team members how to manage their capacity, focus on the right work, communicate with impact - in a way that fosters connection and fits into their busy schedules. We would love to see if it can help you. Schedule your demo now.

5 Reasons Team Members Underperform

It’s an issue every leader deals with at one time or another: You’re working to cultivate a high-performing team, but not everyone is delivering at the level you need them to. One way this has shown up recently is the phenomenon of “quiet quitting,” or doing only the bare minimum to get by.

The first step to address underperformance is determining why it’s happening. You can use the five questions below as a diagnostic tool to figure out what’s really at the root of their underperformance. 

Photo by Mizuno K.

1. Is Burnout Causing Underperformance?

Burnout was already a big problem before the pandemic. But over the past couple of years, the burnout crisis has gotten even worse. If a team member’s work isn’t measuring up, the first question you should consider as a leader is whether the employee is experiencing burnout. Besides declining work quality, other signs of burnout include fatigue and low energy, seeming “checked out” or saying negative or cynical things about their job. Can you identify what might be causing the employee’s burnout? For example, maybe they haven’t taken time off this year, or they’ve had more and more duties added to their plate. Whatever the cause, a burnt-out employee can’t become more effective until the two of you address their fatigue and stress. Check out my article “Five Ways to Reduce Burnout in Your Team” for more ideas.

2. Are You Setting Clear Expectations?

Another common reason why employees don’t succeed is that they don’t understand what success looks like. Have you given them a clear picture of how you define high performance? Help your team members understand what their top priorities are, how they should spend their time and energy and how they can work successfully with you.

3. Is There a Learning Curve?

An employee might be underperforming simply because they are new on the job and are still mastering everything it entails. This is especially true if the onboarding process at your company has suffered due to lean staffing, heavier workloads or hybrid work. Even veteran employees who are taking on new responsibilities might experience a learning curve.

4. Do Employees Lack Skills or Expertise?

Your employee might be underperforming because their strengths don’t align with their current project or the way that their job has evolved. As technology accelerates change, that’s understandable. Our careers today require ongoing training and learning. But there’s a gap between what employees want and what companies are offering. (You can read more about this in Newberry Solutions’ free white paper, “Leadership Development for a Changing World.”)

5. Is the Employee the Wrong Fit?

This is probably one of the most painful causes of underperformance, but also one of the most important to address. Sometimes an employee just isn’t aligned with what’s important to your team or organization. As a leader, you can help the employee understand your workplace culture and priorities and find ways they can adapt their style or approach. But for employees who can’t or don’t want to change, everyone might be happier with a parting of the ways.

This week, identify one of these areas to explore as you work with an underperforming employee. As you develop your team members, our award-winning app New Lens can be a valuable tool. New Lens can teach your team members how to manage their capacity, focus on the right work, align with you as their manager and build their skills in a way that works with their schedule. Schedule your free demo now.

To Prevent Burnout, Do a Midyear Check-in

Can you believe we are already halfway through 2022? We’ve all been navigating a lot of change for a couple of years now, and that change shows no signs of slowing down.

That means it’s more important than ever to work mindfully and to take care of yourself. When you’re always charging full steam ahead, you’re risking burnout.

Photo by Anna Shvets

So let’s pause for a moment so you can check in with yourself and recalibrate. If you’re a regular reader, you know that I always recommend doing this at the end of each year. But in the intense work environment we’re currently experiencing, a lot may have changed for you in these past six months. And you may need to shift your game plan from the one you started the year with. The following questions can help you assess the best way forward.

Where Are You Right Now?

Sometimes it’s hard to look up from your daily responsibilities to see the big picture at work — or even how you are doing yourself. But you’ll be more productive if you can catch your breath for a moment and take a look around and within. 

First, how have the company’s priorities changed since the start of the year, and what does that mean for how you should spend your time? For example, if your company’s top leaders are prioritizing employee engagement, how does that affect the way you manage your own team?

Next, what changes have you personally experienced in the past few months — for example, going back to work in the office — and how have they affected your stress level? Remember that your executive presence is tightly linked to your internal wellbeing. In other words, feeling exhausted and overwhelmed will make it tough to exude a calm and confident demeanor that is so important for leaders to show right now.

What Do You Want to Take Forward?

Even if this has been a difficult year so far, notice what has worked well. What have you accomplished and what strategies made the biggest difference in achieving those results? It’s too easy to overlook your personal best practices if you’re moving quickly from one thing to the next. But when you pause, you can identify and leverage them to create positive momentum.

Here are a few examples to spark your own thinking:

• Regularly scheduling time to connect with people who give you energy.

• Getting involved in projects that develop your skills and leverage your strengths

• Engaging in activities that are fulfilling.

• Delegating at home and at work.

What Do You Want to Leave Behind?

Now let’s look at the other side of the coin: the challenges of 2022. What are the top two challenges you have faced and what have they taught you? For example, was there a type of situation you don’t want to find yourself in again, a behavior you want to change or emotional baggage you want to leave behind? 

A good way to distill meaning from challenging situations or roadblocks is to write a thank-you note (for your eyes only) to the difficult person or experience. By doing this, it will force you to reframe the negative aspects of the situation into positive lessons. 

What Do You Need to Do for Yourself?

You may have a to-do list that is a mile long, but how often do you make it onto your own list of priorities? Take a moment to identify what you need right now. If you honestly don’t know, getting more rest may be a good starting point. Other ideas could be:

• A longer break

• Regular exercise

• A flexible work schedule

• A new challenge or opportunity

Based on your answers to these questions, identify one small step you will take to set the tone for the second half of 2022. I also want to invite you to invest in your own growth and wellbeing with Newberry Solutions’ products and services, including the award-winning New Lens app.

Newberry Solutions in the News

In case you missed it, I’ve recently been featured in several top media outlets about pressing workplace issues, and we have published a new white paper. Read on for a roundup of our recent publications.

Fast Company: Starting a New Job

Are you one of the many people who have changed jobs during the Great Resignation? I wrote the article “6 simple but crucial things you must do in your first 3 months on the job” for Fast Company to help you hit the ground running in your new role. The article covers topics including building your brand as a leader, defining success and building relationships.

Forbes: Burnout, Conflict and Micromanaging

In addition to my collaboration with Fast Company, I’m excited to be a member of the Forbes Coaches Council. As part of the council, I’ve been featured with other inspiring coaches to provide strategies to address challenges that leaders are facing:

• Feeling Burned Out At Work? 13 Ways To Diagnose And Address It

• 16 Tips To Help Leaders Facilitate Virtual Conflict Resolution

• 16 Ways For New Leaders To Avoid Micromanaging Their Teams

Wall Street Journal: Asking for a Raise

What are the most important things to remember when you are asking for a raise? In the Wall Street Journal’s Women In newsletter, I shared the tactics that work for my coaching clients when they seek a pay increase. 

White Paper: Leadership Development for a Changing World

Over the past couple of years, Newberry Solutions has helped organizations develop their leaders in a business environment that’s full of upheaval and uncertainty. Through it all, we’ve seen how leadership development must evolve to keep up with these challenges. We distilled everything we learned into the white paper “Leadership Development for a Changing World.” In this free download, we explore today’s rapid changes, how they affect your organization’s leaders, and how to provide the training that your leaders need now.

I hope that these resources will support your own work as a leader. I’d love to hear your feedback and questions, and I invite you to join the conversation on LinkedIn.

The Great Resignation: How Leaders Can Respond

The headlines just keep coming about a phenomenon that’s being called “the Great Resignation.” A record number of Americans have been quitting their jobs. In August alone, the number was 4.3 million. With this trend showing no signs of reversing anytime soon, what can you do as a leader to retain employees in your organization?

Photo by Christina Morillo from Pexels

Why Are So Many People Quitting?

First, it’s important to understand what’s driving this wave of resignations. The reasons vary across different fields. But there are a few common themes among professionals:

• Necessity. Childcare has long been expensive and, in some regions, scarce. But now the field is experiencing its own labor shortage, which makes it even harder for families to find workable options. As a result, some moms are forced out of the job market.

• Burnout. According to the Women in the Workplace 2021 report from McKinsey & Company and Lean In, 42% of women often or almost always feel burned out. 

• Flexibility. Many of us got used to working from home and having more autonomy to control our own schedules during the pandemic. Now some professionals would rather quit than return to the office full time.

• Changing values. The pandemic has made us take a new look at what’s really important to us. That’s led some people to shift their focus away from work and seek new careers that offer them more balance and meaning.

How to Improve Retention

So what should leaders do to retain employees amid these rapid changes in the work environment?

• Adapt and evolve. We aren’t going “back to normal.” The pandemic-driven changes in how we work are here to stay. To retain employees (and recruit new ones), organizations must embrace this new reality and update their policies on things like flexible schedules and working from home. 

• Focus on results. As a leader, as much as you have autonomy to, emphasize outcomes instead of processes. In other words, evaluate your team members on what they accomplish vs. when or where they do their work.

• Prioritize well-being. This was one of the three key recommendations from the Women in the Workplace report. Promoting well-being goes beyond offering flexible schedules. It also involves understanding what else employees really need to honor both their professional and personal priorities, whether that’s a childcare stipend or quarterly mental health days.

• Collaborate, align and adjust. The solutions that will most improve retention are those that you develop with your employees to address both their needs and your organization’s. This isn’t a situation you can address once and then consider everything solved for good. Instead, check in with your team members regularly to see what’s changed for them and how their work arrangements need to change in response.

As you lead during these challenging times, products and services from Newberry Executive Solutions are a great way to support yourself and others. You can learn how to bring out the best in your team and stay centered yourself, even amid constant change.

Share Your Ideas

“One in three women says that they have considered downshifting their career or leaving the workforce this year, compared with one in four who said this a few months into the pandemic. Additionally, four in ten women have considered leaving their company or switching jobs—and high employee turnover in recent months suggests that many of them are following through. … The risk to women, and to the companies that depend on their contributions, remains very real.”

-Women in the Workplace 2021

How can companies hold on to their female employees? In an upcoming article, I’ll be sharing examples of strategies that work. And I’d love to hear from you about what’s happening at your organization. Drop by my LinkedIn page to share your ideas and join the discussion.

Are You Waiting for Things to Get 'Back to Normal'?

A lot of high performers have been pushing hard lately, figuring that they'll catch their breath when things get "back to normal."

If that sounds like you, I want you to pause for a moment and reconsider your approach. The seismic changes we are all experiencing continue to unfold. Since "no normal is the new normal," what does that mean for the way you work and live?

This Is a Year Like No Other

When we're so busy with day-to-day tasks, it's easy to forget everything that's changed in just the past 12 or so weeks.

Covid-19, which was declared a pandemic on March 11, may have you worried about your own health or the health of loved ones. You may have also experienced profound changes at work. The economic impact of the pandemic has spurred furloughs and layoffs. With those cuts, people who still have jobs face heavier workloads. Many of us also began working from home — while simultaneously caring for our kids all day as schools closed.

And then, in the midst of the pandemic, George Floyd's death set off protests, civil unrest and a national reckoning with racism. If you are a Black American, you may have felt more anxiety and depression. On the business front, many organizations are making changes to better support diversity. (And some have faced public allegations of racism.)

That's a lot! As people have been pointing out on social media, it's like we're experiencing the 1918 flu epidemic, the Great Depression of the 1930s and the Civil Rights Movement of the 1960s all at once.

Are You Stuck in Crisis Mode?

Understandably, a lot of us have been working in crisis mode — or "just trying to get through."

The problem with that approach is that it’s not sustainable with all that is going on. Some states (including Texas, where I live) have seen a surge in coronavirus cases. We're also seeing a new wave of layoffs. For those still employed, working from home remains widespread, and work-life balance is suffering. And while some districts plan to reopen schools this fall, it's far from certain how that will happen and the changes it will require. At the same time, the protests sparked by George Floyd's death continue, and new incidents (like the police shooting of Rayshard Brooks) further increase tensions.

The bottom line? "Normal" might be a long way off. You might be used to simply powering through short-term crises at work. But that isn't sustainable during this period of ongoing change. As an executive coach, I'm seeing a lot of fatigue among high performers who are relentlessly pushing themselves.

Strategies to Accept and Adapt

If you're feeling exhausted, here are some strategies to avoid burnout:

• Focus on the present. None of us can predict the changes and disruption that are ahead of us.

• Use your body to change your mind. Activities like physical exercise, dancing to music you love, singing, playing with your kids, or doing things that make you laugh can be very effective.

• Be kind to yourself. For example, if you always push for perfection in your work, ease the pressure. Your "good enough" may be more than good enough right now.

• We’ve all had moments of irritation and impatience. It’s totally understandable. Find constructive ways to release the negativity so that you don't unleash it on others. Start by pulling the thoughts and feelings out of your head (uncensored) and onto a piece of paper. You’ll be surprised at how well this works.

• Reflect about what you really need. What have you learned from the past few weeks about your own tendencies in this “new normal”? And what does that mean you should stop, start, or keep doing?

• Give yourself a break. Maybe you have to defer your dream summer vacation but can you find another way to recharge? A day trip or just taking a few days off, even if you just stay at home, might do the trick. If nothing else, deliberately add breaks into your back-to-back work schedule.

You can't control what happens next in this tumultuous year but you can make choices to improve your mindset and reenergize. This week, identify one thing you will do better navigate the new normal. My self-paced tools may help you navigate some of the challenges you are facing.