Strategic HR Support That Won’t Make You Wince
Strategic HR support should never make you wince, but too often, it does. Recently over supper with friends, I told someone I work in leadership and strategic HR support — and they physically winced. I didn’t take it personally. In fact, I understood that reaction, and it is exactly why I’ve built my consulting practice the way I have. The truth is, many entrepreneurs and leaders don’t associate HR with strategy, growth, or support. They think of policies, red tape, and hard conversations that stall momentum rather than move things forward. But strategic HR support, done right, can be one…
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Do you need Fractional HR Support? Five Key Questions to Ask
Get the clarity you need before bringing in outside help. If you’re a business owner or manager juggling too many hats, HR might be one of the areas you’re constantly putting off or dealing with on the fly. You know something needs to change, but bringing in a full-time HR person feels like too much. That’s where fractional HR support in Nova Scotia comes in. Investing in fractional HR support can give you the guidance, tools, and backup you need, without committing to a full-time hire. But how do you know if it’s time to make that move? Start by…
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How to Work Better with Different Personalities
How to work better with different personalities
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Accountability and Engagement: The Key to Long-Term Success
In my last post, I covered how leaders balance performance and employee engagement. Today, I want to dive deeper into a core leadership challenge: building a culture of accountability while keeping your team engaged. Accountability and engagement are key to keeping productivity high. Is accountability and engagement a top-down approach? Too often, accountability is seen as a top-down approach, where leaders manage or impose controls. But true accountability starts from within the team itself. So how do you foster this culture without sacrificing the energy and morale that keeps your team productive? 1. Set Clear Expectations Early and Often Accountability…
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Tackle Employee Challenges: A Practical Guide for Management
In leadership, balancing performance and employee engagement and knowing how to tackle employee challenges keeps even the most seasoned managers on their toes. Whether you are in manufacturing, healthcare, not-for-profit, sales, or another fast-paced industry, managing teams effectively while meeting business goals requires a mix of strategy, communication, and adaptability. Here are some common employee challenges you might face, along with practical steps to overcome them. Practical Tips to Tackle Employee Challenges and Boost Team Productivity 1. Handling Performance Issues Head-On When performance dips—whether it’s missed deadlines, inconsistent quality, or lack of focus—it can disrupt productivity. Knowing how to tackle…
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The Importance of Support for Leaders
In the fast-paced world of business, we often hear about the tools and resources available to help employees thrive. From professional development programs to wellness initiatives, organizations invest heavily in ensuring their teams have everything they need to succeed. However, there’s a critical aspect that’s often overlooked: the importance of support for leaders and managers. Managers and leaders need the same type of support they provide their employees, and they also need a sounding board. The Double-Edged Sword of Leadership Managers and leaders are the backbone of any organization. They are tasked with guiding their teams, making strategic decisions, and…
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Discovering the Line Between Micromanaging and Supporting
In today’s workplace, discovering the fine line between micromanaging and supporting employees is crucial for effective leadership. This line, however, is not universal. Each employee has unique needs and preferences when it comes to the level of guidance they require. Understanding and respecting these differences is key to fostering a productive and positive work environment. Understanding Micromanaging Micromanagement is characterized by excessive control and a lack of delegation. My clients tell me that being on the receiving end of micromanaging can be very demotivating. And other clients tell me that managing performance closely can be exhausting, but it is also…
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Managing Workplace Perceptions: A Hidden Challenge
Managing workplace perceptions can be a stealthy saboteur of harmony and productivity. They often go unnoticed until they snowball into significant issues. Perceptions are frequently the most elusive and yet the most impactful out of all the workplace challenges I encounter. Let’s delve into why perceptions matter and how to manage them effectively. The Invisible Barrier Perceptions are subjective interpretations of reality. Individual experiences, emotions, and biases form perceptions. In the workplace, these perceptions can lead to misunderstandings, miscommunications, and unnecessary drama. Furthermore, employees might feel undervalued, misunderstood, or unfairly treated based on their perceptions, even when the reality might…
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Break Free from Workplace Drama
You may have wondered how you can break free from workplace drama. Karpman’s drama triangle, a concept that illuminates the dynamics of interpersonal conflict, helps us see how drama happens in the workplace in the first place. Within this triangle, three roles emerge: the victim, the “bad” person, and the rescuer. At some point in our lives, we’ve all found ourselves embodying one of these roles. Perhaps it’s the “woe is me” victim mentality that creeps in on challenging days. Or it could be the desire to swoop in and rescue someone from their troubles. But what happens when these…
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External Human Resource Specialists are Key to Maximizing Resources for Small Businesses
Running a small business is no small feat. In the dynamic landscape of entrepreneurship, where every resource is scrutinized for efficiency, the idea of hiring an external Human Resources (HR) specialist might seem like a luxury reserved for larger corporations. But you can maximize resources for even small businesses with external HR specialists. However, let’s debunk that myth. In this blog post, we’ll explore why, even for small businesses without the luxury of a dedicated HR team, bringing in an external HR specialist can be a strategic move that maximizes resources and drives sustained growth. 1. The Cost-Effective Approach of…
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